As machine learning and elements of artificial intelligence continue to develop in many business models and workflows, so too are they becoming ever present in modern day recruitment techniques. One of the many challenges faced by Fetcha (and all specialist recruiters) is the age old worry of quantity overtaking quality. Typically, recruiters receive a pool of high volume applicants. Whilst a number of these applicants are interesting and could become a strong match for a role, a large volume tend to be low quality applicants without the necessary experience or skillset to meet the demands of the position.
In this Fetcha insight, we’ll be looking at some of the interesting ways AI is being used to simplify the recruitment process and save considerable time to human operators and recruiters.
52% of talent acquisition leaders say the hardest part of recruitment is screening candidates from a large applicant pool
Recruiters are all under the same pressures, to find more talent with less time available, as the number of business needs and specialities continue to expand. AI is ensuring the screening segment is significantly sped up by identifying keywords and elements of CVs that cover the roles needs. This technology is placing a heavy emphasis on the quality and relevancy of a candidates CV and/or covering letter. They can make better hiring choices by looking at large data collections from the talent market whilst also removing any human led bias in choosing top applicants.
Automation of high-volume tasks
AI is helping recruiters automate high-volume tasks and improving the quality of hires by providing a more standardised job matching selection. This process matches the right applicant to each role based on job criteria. As a result, managers in HR can have more free time to engage with job seekers and employers, solving more complex strategic issues.
Implementing AI is also improving communications with applicants, as it is used to schedule and respond to dates of interest and new positions that match a role. There is no longer a need to manually delve into a diverse range of open roles, and then match to a candidate in a pool of hundreds or thousands. AI can allow for automatic updates, check-ins and even emails that show the recruiter what is happening and what needs to be actioned.
The rise of the HR chatbot
Chatbots are becoming an effective solution to manage recruitment sites that receive constant visitors. They allow for immediate replies to queries or general questions, as well as analysing answers and asking more in-depth questions. They can be fully customised to match the brand and voice of the company as well as be managed to assist continuosly throughout application processes.
Is AI being used by your organisation?
AI as well as common machine learning practices within recruitment are here to stay. Whilst automated processes may not be as well delivered or ‘human’, they do provide significantly faster results when processing large quantities of CVs. AI is there to help human recruiters, sifting through manual tasks and freeing up time to have more direct contact with new opportunities.