6 Ways You Can Use AI To Meet Your Recruitment Goals

A job ad is often your first chance to make an impression on a potential candidate, which means it’s important to get them right. But writing job descriptions manually is a time-consuming, repetitive and, let’s face it, often a monotonous task.

Enter: AI-powered job descriptions. LinkedIn announced back in March that it was testing this function with a limited number of job posters in the US, India, UK, Canada and Australia, and plans to roll it out globally later this year.

All job posters will have to do is provide some starter information such as the job title, company name, workplace types, job type, and location, and LinkedIn’s OpenAI GPT model will do the rest.

If there’s one thing candidates hate, it’s organizations that don’t communicate well. In fact, Criteria’s 2022 Candidate Experience Report found that 53% of candidates surveyed had abandoned a recruitment process because of poor communication. 

And this makes sense: after all, it’s only natural that candidates have questions. But personally responding to every inquiry especially before a candidate has even sent in an application — is a time-consuming task for recruiters.  

AI chatbots have been used in customer service for years, and they’re becoming more and more common in recruitment. These bots act as personal assistants to candidates, guiding them through the hiring process by asking pertinent questions and providing the information they need. Even better, many of them will even capture applicant information and funnel it directly into your ATS so a recruiter can follow up.

If you use LinkedIn to source candidates, you’re probably already using AI — whether or not you’re aware of it. 

LinkedIn Recruiter uses a complex AI system to help talent acquisition professionals identify pools of qualified candidates. It then ranks them based on factors like their location, how well their skills match the job, and how likely they are to respond to a recruiter. Recruiters can view each candidate’s profile, save it to a hiring project, or send the candidate an InMail. 

But LinkedIn isn’t the only place to source passive candidates. Companies like Workable, Ceipal, and Eightfold offer AI-powered tools that can search the web, based on key information garnered from your job description and present you with a pre-qualified list of passive candidates that fit the bill.

While early applicant tracking systems saved recruiters a lot of time, they relied on clunky technology like keyword matching. This meant that qualified candidates were often overlooked simply because they hadn’t used the same wording as the job description. 

Today’s AI-powered ATSs can parse resumes for concepts that recruiters are looking for instead of exact keyword matches. Some software can even help you to gain information about candidates’ skills that’s not listed on their CVs. For example, someone with a lot of management experience listed on their resume probably has leadership skills, even if they haven’t mentioned them specifically. A human recruiter can infer this from the information they have and so can an AI-powered ATS. 

Pre-screening can help recruiters to gain a better understanding of a candidate than it’s possible to get from a resume or application. But, while it doesn’t represent the same commitment as a full interview, it still takes time. 

Companies like HireVue and Interviewer.AI can shorten the process by conducting video interviews with candidates without the need for a human interviewer. The platform then creates a meaningful profile for each candidate, giving recruiters the data they need to decide who to invite for an in-person interview. 

Since each interview uses pre-set questions, it also ensures that your screening process is consistent across candidates, leading to fairer, unbiased hiring decisions.

The data collected during the recruitment process is one of the most important tools in a recruiter’s belt. And AI technology can help them to get the most out of it, providing recruiters and hiring managers with deep insights into their recruitment processes by identifying patterns in the data they’ve collected. 

For example, AI tools like Phenom’s Intelligent Talent Experience platform can integrate with your ATS to access real-time data about your recruitment campaigns. It can then transform these into actionable insights that recruiters can use to maximize ROI. 

AI tools can also use predictive analytics to determine which candidates are most likely to succeed. For example, Amazon has reportedly been working on an Automated Applicant Evaluation system that will search for overlap between applicants’ resumes and current Amazon employees. Those candidates it identifies as promising will be fast-tracked for interviews.

So, are recruiters at risk of being replaced by AI? We think that’s very unlikely, and even ChatGPT agrees.

But the increasing use of AI tools to enhance the recruitment process will likely mean that a recruiter’s role will look a bit different a few years from now. 

Of course, there’s another part of a recruiter’s role that AI will change in the coming decade. Future recruiters will need to source and hire candidates for a whole number of AI-related roles, many of which don’t even exist yet. 

AI won’t replace recruiters, but recruiters who embrace AI will replace the ones that don’t.

You can learn more about recruiting for AI (and recruiting with AI) in our recent webinar, “How do I recruit for AI (and how does it recruit for me?)”.

During the webinar, our speaker Elena Stefanopol, Director of Recruiting at Labelbox, and host Evie-Rose Deighan, Talent Director for Alphabet Inc at Talentful, delve into the world of AI and recruiting, covering a wide range of topics:

• The evolving landscape of AI in the workforce
• Proven techniques and best practices to attract and hire AI/ML engineers
• The power of AI-driven chatbots in streamlining and enhancing the recruitment process
• The essential tools and workflows that can revolutionize your tech stack