The rise of artificial intelligence (AI) has taken the world by storm. AI is increasingly transforming recruitment processes, making them more efficient, data-driven, and objective. There has been a mixed debate regarding AI and recruitment. In a recent CIPD survey, 31.2% of respondents felt AI had the same level of bias as a person. Similarly, a proportion thought AI could actually increase bias by 30.2% in a recruitment process, whereas 38.6% of the respondents believe that the utilisation of AI reduces bias.
AI-powered tools can automatically scan and analyse CVs to identify the most qualified candidates based on specific criteria, such as skills, experience, education, and keywords. This reduces the time spent by HR teams reviewing CVs manually and helps filter out candidates who don’t meet the necessary qualifications or role criteria.
AI can assist in sourcing candidates by scanning various platforms such as job boards, LinkedIn, or company databases to find candidates who aren’t actively job hunting but may be a good fit for the role.
AI-driven chatbots can engage with candidates on company websites. This could include answering their questions, providing details about the application process, and even scheduling interviews to ensure a swift response.
AI tools can assist in analysing video interviews by assessing candidates’ body language, facial expressions, and even speech patterns. The use of natural language processing (NLP) assesses the tone of a candidate’s responses, highlighting communication skills, enthusiasm, and other soft skills.
AI has the potential to reduce bias in the recruitment process by relying on data and predefined criteria. AI can help eliminate unconscious bias related to race, gender, age, or other characteristics which may influence our subconscious minds.
AI can automate the creation and grading of skill tests or assessments for candidates. These tests can be tailored to specific roles. AI can instantly analyse these results to give HR teams insights into the candidates’ skills and competencies.
AI can help match candidates with the right roles based on their profiles, preferences, and experience. This ensures that candidates are considered for positions where they are most likely to succeed, improving both hiring quality and employee retention.
AI can help streamline the onboarding process by providing new hires with personalised resources, training modules, and answering FAQs about company policies. This can improve the new hire experience and ensure they are well-prepared for their first day.
AI can also be used to track and analyse recruitment performance. It can evaluate the effectiveness of different recruiting channels, assess time-to-hire, cost-per-hire, and other important metrics. This is valuable insight that the HR team can use to refine their strategies and make timely data-driven decisions.
AI in recruitment is a tool that, when used correctly, can streamline processes, enhance decision-making, and help organisations find the right talent more effectively. However, it’s essential to maintain a balance between automation and the human touch in recruitment to ensure a positive and fair candidate experience and most importantly to minimise the risk of any potential claim such as discrimination.
To find out more information or to discuss using AI in recruitment, please get in contact with our team of experts.
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