Why AI Isn’t Something Recruiters Should Be Scared Of

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According to some research, 24% of companies are using artificial intelligence (AI) to acquire new talent. But if AI is so beneficial, why isn’t that percentage higher?

Some recruiters and businesses are hesitant to use AI for concerns that AI might take their job and replace humans. Or they’re worried that it won’t be able to replace human interaction fully and could hurt the process.

But these concerns aren’t valid, and AI has many benefits in the recruitment sector. Keep reading to see why AI isn’t something to be wary of and why it deserves a place in your recruitment process.

Is AI Going to Replace Recruiters?

Some recruiters and businesses are concerned that AI will take over the entire recruiting process and reduce the number of available jobs for recruiters. However, this is the wrong approach to take toward AI.

AI recruiting software should be viewed as a way to augment the recruiting process, not replace recruiters. It is a tool like an Applicant Tracking Software (ATS) that recruiters can use to streamline the process. AI won’t be a replacement for an actual human recruiter so that everyone can take a sigh of relief. Their jobs are safe. They’re in more demand now than they’ve ever been.

Because of how busy recruiters are now, using a tool that will help automate parts of their recruiting process can save them so much time. You can use it for essential human interaction tasks, like interviewing or talking with job seekers.

Can AI Substitute for Human Interaction?

Another concern over AI is that it will be used to substitute for human interaction. And while AI technology is advancing rapidly, it’s still not a suitable replacement for authentic human interaction and connection.

Again, providing information or streamlining a process is a valuable tool. Recruiters use AI for chatbots to interact with candidates and ask simple questions, like when their interview was scheduled. Or when they can accept a follow-up response after the interview. When recruiters manage hundreds of candidates, getting inquiries from all those people can be overwhelming and time-consuming.

But since they’re simple questions, AI can easily send an answer back to the candidate so that the candidate feels like they had all their questions answered, improving the candidate experience.

Improve Diversity

Now that we know that the common concerns about AI don’t have much validity, we can see what benefits having AI in your recruitment process will be. One of them is that you can improve diversity. According to some research, companies with gender diversity perform 15-21% better than other companies that don’t have that type of diversity.

Every recruiter should prioritize diversity and inclusion, but even the most well-meaning recruiter will still have unconscious biases that will affect their decision-making. However, AI can be programmed to only look at aspects that directly relate to the job position without having any biases affect the decision—because of this, using AI as a sourcing or screening tool can make your candidate selection less biased.

Xuan Smith, CTO of Recruiter.com, said that the AI software tool he works on helps to promote diversity by only looking at certain aspects of a candidate’s profile. Smith says, “This software identifies people based on their work history, how long they were at their job, and what their company does. However, we don’t consider education in our algorithm because we don’t find it to be a huge predictor of success.”

He also said that the tool could help uncover more biases in your hiring process. For example, if a candidate keeps appearing in searches as a top contender, but recruiters or hiring managers don’t want to interview them, the tool can enable them to check their biases. They can have an honest conversation about why they don’t want to hire that candidate and see if it’s because of unconscious personal preferences or a work-related issue.

Find the Best Candidates

On average, one-third of a recruiter’s week is spent sourcing candidates. AI can help recruiters save that time by scouring the Internet and finding the most qualified candidates.

AI will read your job description and the requirements you list, then search through millions of resumes and candidate profiles to see which candidates would have relevant experience. With Recruiter.com’s software, you’ll be able to see candidates ranked.

AI and machine learning systems can now do the first screening of job applications based on the analysis of job descriptions and requirements, candidate screening, and selecting the ones that fit best with the job description.

However, one concern to consider when using AI to source candidates is ensuring that the data you put into the tool is unbiased. If the information is biased, your results will also be biased.

Improve Job Acceptance Rate

Are candidates moving through your pipeline but not accepting your job offer? There may be many reasons why candidates don’t want to take a job at your company, including receiving a better offer, poor candidate experience, or employer branding. AI can help with all of those.

You can use AI to analyze data to determine what salary should be offered for each role. By doing this, you can ensure that your business remains competitive to gets excellent talent. AI will look at public data from other companies and candidates on the Internet to determine the best salary you should offer your candidates.

AI can also improve employer experience by utilizing chatbots to help candidates through every process step. You can also use it to send automated emails so that candidates are informed throughout the hiring process and aren’t left in the dark.

When you have a good candidate experience, this will also improve your employer branding. You can also use AI in onboarding by making it more efficient. A good onboarding process is crucial to ensuring that new skilled workers feel welcome and want to keep working at your company. You’ll improve your employer branding if they’re satisfied with your company.

The Future of AI in Recruiting

There will still be many advancements in AI in talent acquisition, and more companies will eventually start to utilize it more. This will be even more important when AI can be personalized even more based on their individual needs.

AI can use data from a specific group and figure out how to personalize it to provide an even more fantastic experience. This will help recruiters better source and screen candidates, but it could also help candidates through the recruitment process.

As AI becomes more popular, more companies will start using it when trying to save costs, streamline their process, or promote diversity. Thanks to the Great Resignation and the Job Hopper Economy, it’s becoming increasingly difficult for companies to hire top talent in the job market. If you want a competitive advantage, AI can be a great solution.

Start Recruiting With AI Today

While the future can be scary, especially with how quickly technology advances, recruiters don’t have to worry about AI taking a recruiter’s job anytime soon. Instead, they should be embracing AI and utilizing it to help streamline their recruitment processes and improve efficiency.

Using AI could be the recruitment technology that gives you a competitive advantage in the race for talent, especially while most companies haven’t started utilizing it yet.

Recruiter.com has a powerful AI sourcing tool that will find you suitable candidates for any position you have open. Once you find those candidates, the tool will email them directly to your email inbox. You’ll then be able to choose which candidates you want to send optimized, automated email sequences to recruit those candidates.

If you’re interested in utilizing our AI recruiting solution, contact us today!

 

 

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Alyssa Harmon is the content manager of Recruiter Today.
https://www.recruiter.com