Artificial intelligence (AI) has taken over the world in the last few years, offering us new ways to work and live our lives. So too has the technology – with the growth of intelligent chatbots and AI-powered software, there’s a ton of options coming on the market every day.
For those in recruitment, this is a golden opportunity to try something new. Ditch the tedious daily admin and find different ways to bring in the best talent for your teams.
We’re here to explain how AI is changing recruitment and how you can make the most of this new technology.
What is AI for recruitment?
AI for recruitment is an umbrella term for tools driven by artificial intelligence which can be used in the recruitment process. There are plenty of different ways in which AI can be used in recruitment, and they’re all becoming a lot more common.
The evolution from traditional to AI-driven recruitment
Traditional recruitment is fast-paced, driven by results and the endless search for the next great hire. Recruiters have to have a vast range of different hard and soft skills, and make a difference helping businesses build the teams of their dreams.
The unfortunate reality of a lot of traditional recruiting is that the exciting strategic planning and in-person time with candidates often clashes with the endless need for admin. Whether that’s collecting notes, sifting through CVs or posting job ads, many recruiters find their days mired in the kind of tasks that are necessary for the process to succeed, but not particularly inspiring.
That’s where AI-driven recruitment comes in. AI isn’t designed to take away roles from humans, as many fear. Instead, leveraging AI can automate some of those administrative tasks so that recruiters have more time on their hands to work on the exciting stuff. That could include creating inclusion and diversity strategies, building extensive talent pools or future planning for growing businesses.
According to our SuperHuman report, 66% of HR leaders disclosed that they are excited about how AI will transform the role of HR.
How can AI tools help improve the recruiting process?
Here are just a few ways in which AI tools can make the recruiting process a whole lot easier and effective…
Find candidates faster
The best recruiters are proactive, finding top talent beyond just the job seekers that come rolling in from the job boards. That could include reaching out to passive candidates who may not even be actively job seeking, or speaking to network connections for their best recommendations.
This is all great, but it’s time-consuming. What if recruiters can be served relevant candidates for their business without even needing to search? That’s what Employment Hero’s unique AI recruitment tool SmartMatch is all about.
It works by analysing a candidate’s skills, experience and certifications to find a perfect match for a role in a business. Recruiters and managers get a list of work-ready candidates delivered directly to them, for their consideration. Once they’ve picked the perfect person, they can onboard them directly onto Employment Hero in a few clicks.
With AI identifying potential candidates, that’s a lot less time that recruiters need to spend searching.
Automate content creation
Whether you’re a HR jack-of-all-trades in a small business or a full-time recruitment specialist, you’ll understand that there’s a surprising amount of content creation when it comes to finding talent. It’s not just about crafting a top quality job advert and job descriptions that will capture attention – it’s creating social media posts, drafting potential applicant skills tasks, communicating with candidates and much more.
ChatGPT and other language and image generator tools have become popular for a lot of basic content creation, and it’s easy to see why. You can ask for complete drafts or just simple structures, and have it all appear at your fingertips in seconds. For much content creation, starting with one of these tools can save a lot of that time spent in the initial drafts.
A word of warning, however – tools like ChatGPT aren’t always accurate, nor are they adept at striking the correct tone of voice for everyone. Make sure that if you do use these tools, it’s as starting points and not for the complete task. Always take that time to do a thorough edit to ensure it comes across as accurate, authentic and that it fits your business.
Make interview note-taking easy
It can be challenging to interview qualified candidates while making note of everything you need to remember, especially if the conversation is engaging. In an ideal world, recruiters and hiring managers would be able to devote their full attention to the conversation in the moment, and leave the note-taking to someone else.
Enter tools like Otter.ai, which are specifically designed to operate during a meeting as a virtual assistant. These tools can transcribe and take top level notes in the moment. THey can even generate slides and insights at the end of the meeting.
This is a super useful tool for anyone conducting interviews, since it takes away a lot of that pesky manual work in the moment, and after the interview too.
Screen candidates quickly
CV screening tools have been a popular choice of recruiters and HR teams for a while, and it’s no wonder why. Depending on the role, recruiters can find themselves dealing with a significant number of CVs, sometimes in the hundreds. There’s just not enough time in the day to devote time to checking each one thoroughly, so it can be helpful to have that initial shortlist done for you.
Critics of CV screening tools have found that they can be overly simplistic, accidentally weeding out good candidates based on limited criteria. Luckily, advanced AI is making them more effective than ever. Resume parsers used to rely solely on finding keywords in the application that match the job description but today’s AI-driven tools can more accurately contextualise information, summarise important findings and use machine learning to actively improve. They’re far more effective assistants than they used to be!
Steps for integrating AI into your recruitment process
If you think AI could really make a difference for your recruiting teams, here are a few steps for getting started.
Work around your biggest roadblocks
We know when bringing in something new for a business, it’s rarely as simple as filling in a form or signing a contract. There are often stakeholders to work with and approval to acquire. For many AI tools, there is also a cost commitment, whether that’s a one-off payment or a subscription.
Make sure to understand exactly where your new AI-powered tools can make a difference, whether that’s return on investment or the possibility of reaching candidates beyond the usual talent pools. Having that clarity will make it easier to avoid any roadblocks and bring the right people on board with your new addition.
Investigate software options
It pays to do your research when it comes to AI-powered recruitment software, particularly in a market that’s becoming increasingly crowded. Make sure to check out reviews, case studies and what is offered with any costs.
You may also want to consider your tech stack. If you keep bringing in new software but none of it works together, you could find yourself right back in an admin black hole, having to re-enter information and transfer data manually. Look for software that offers integrations with other popular providers, so that you can benefit from one shared solution.
Stay ahead of the latest developments
Remember that developments in AI aren’t just occasional – AI tools are constantly evolving. With that in mind, it can be helpful to stay on top of the latest updates and offerings for the world of recruitment.
Again, that’s where your software partner can come in handy as well. The best AI-powered software is one that is always evolving with the technology, bringing in new features that their users can try out. There’s no point in investing in technology if it’s not going to change with the competitors, since you’ll be left behind with it.
How can employers responsibly use AI in their hiring process?
We know that when the word ‘AI’ gets mentioned, there’s a certain level of trepidation. In our SuperHuman report on AI in HR, 58% of HR leaders are worried about the ethical use of AI in the workplace. It’s understandable, but there are a few precautions that employers can take when it comes to using AI in their recruitment process.
Address data privacy concerns
We’re still in something of a ‘Wild West’ when it comes to using AI tools, as companies skip their own ethics and rules to get ahead of the competition. Remember when using free tools available on the open market, avoid entering any sensitive or confidential information, in order to maintain data privacy.
Likewise, when it comes to bringing in AI-driven software for your business, do your research into how they treat your data. Not all software is created equally. For example, here at Employment Hero, we use the same level of encryption standards that banks use to maintain their data storage, so you can be sure that your confidential data is in safe hands.
Ensure AI is supporting, not leading the show
AI is amazing, but it’s not foolproof and it’s certainly not ready to completely take the reins. Make sure that anything AI you’re using is acting as an assistant and not a replacement for the work that you do. It’s still prone to making mistakes and could cost you good candidates, and your reputation in the process.
For example, you can automate parts of the candidate experience but certain points need a human touch. Providing a rejection note to an unsuccessful candidate after an interview does require a level of personalisation. If you send them something straight and unedited from ChatGPT, it’s likely going to be noticeable due to their experience with you so far. For a person who has put effort into applying and interviewing for a role, there’s nothing more off-putting than feeling like you’ve been palmed off to a robot.
Avoid biased hiring practices
On a similar note, AI gathers much of its knowledge from human-generated content. That means it is susceptible to following human biases as well, which can lead to problematic recruiting practices that favours certain groups of people over others.
The recruiting industry has been actively making strides in the last few years to build diversity and inclusion in the workforce, so ensure that your AI tools aren’t undoing any of that hard-earned work. Monitor whether the implementation of AI tools is making any difference to your diversity and inclusion metrics, and make sure to course correct if you’re noticing any issues crop up.
For more information on choosing the right HR software, download our report.
Disclaimer: The information in this blog is current as at 22 April 2024, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views expressed in this blog are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. The Information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and to seek professional advice before making any decisions or relying on the information in this blog.
