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Artificial intelligence in recruiting: a resource for recruiters

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Shreya has been with londonbusinessblog.com for 3 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider londonbusinessblog.com team, Shreya seeks to understand an audience before creating memorable, persuasive copy.

A philanthropist and the CEO of RChillicVinay Johar has been named in TAtech’s Top 100 HR Tech Thought Leaders.

A career in recruitment is the essence of finding a needle in a haystack. While there are plenty of reasons why this is true, there are some such as increased worker demand in certain segments, a company’s economic stats getting confused, and a surplus of candidates looking for the same job.

Lately, many talent acquisition professionals are reaping the benefits of AI-driven technologies. In fact, automated resume screening software has become an integral part of many recruiting systems worldwide.

According to Predictive Hire data, almost 55% of companies invest in recruiting automation and believe this will improve efficiency and enable data-driven assessments. For example, a resume parser, a technology I work with a lot, helps to screen resumes and extract candidate data. For the recruiters who are still unsure whether or not to go for augmented AI, I have listed a number of benefits that can be useful, as well as some best practices.

With a passion for bringing innovative solutions to the HR Tech industry, I spend most of my time working with companies, mentors and thought leaders to understand bottlenecks in the hiring process. That’s why I understand how error-prone recruitment can be.

Understanding the critical role automation plays in the HR industry and how well it responds to the challenges, there are certain solutions that can make these automated tools more affordable and accurate.

Save time

Recruiters are pretty busy. So the more the otherwise complicated tasks are automated, the better their productivity. For example, AI-powered recruiting tools help HR leaders quickly fill open positions by auto-filling and populating resume data fields. Recruiters just need to upload and parse the resumes compared to the otherwise lengthy process of manually scanning each candidate’s information. This saves a lot of their precious time. This time-saving aspect requires a strong foundation when setting up the automated tool. Make sure everything is set up properly and to your specifications to save time in the long run.

Impartial recruiting

A study released by economists at the University of Chicago and the University of California, Berkeley points to growing discrimination among teams in major US companies. Most recruiters have integrated resume parsers into their technology stack to help overcome hiring bias. This has helped them infiltrate their workforce with diversity rather than homogeneity.

Making sure your tool helps with impartial recruiting

The AI ​​tool is designed to monitor resume layout and type. Having the leverage to select essential parameters such as skills, education, qualification and experience helps improve the quality of recruitment. With the right attitude, the knowledge and skills of the employee are more important than other personal characteristics. To ensure unbiased recruiting when using these tools, be sure to carefully select your parser’s fields and remove any data that could cause bias. You can prevent things like a candidate’s name or their school’s name from appearing. This can help your recruiters select the skills they might otherwise overlook.

Ultimately, blind resume screening is guided by automation in the backend. For example, the parser helps the hiring manager select essential fields instead of non-essential ones, further improving the quality of hires and reducing bias.

An enhanced candidate experience

A positive candidate experience is not just a cliché; the comfort and convenience of applying for a job is almost as important as the post-process, including interviews and recruitment. According to Talent Board’s 2021 Candidate Benchmark Research Report, conducted on nearly 200,000 candidates, candidate resentment in North America increased from 8% in 2020 up to 14% in 2021

Encouraging an improved candidate experience

Recruitment has become a two-way street with candidates’ expectations often just as important as recruiters’ expectations. By automating the hiring process, candidates can not only upload their resume with one click, but can expect to be called up for the next round within a day.

A candidate assesses the company at the time of applying. Indeed, the single-click application functionality in the parser speeds up the process.

You can assess whether a recruiting tool is helping by reducing candidate drop-offs and overall boosted brand image. When the callback time gets shorter, hiring potential candidates becomes faster. Speeding up the time to complete the application and the time to hire the candidate increases a company’s cost-saving metrics.

A recruiter knows best: a vacant position is a pricey proposition. To see the effectiveness of your tool, compare the caliber of candidates you receive, as well as the number who complete the process before and after using the tool.

I’ve heard that many hiring managers lose potential candidates to their competitors because the latter have shared their resumes on different email IDs. To solve this dilemma, make sure you use a one-time configuration setting that can help HR personnel access candidate data and retrieve information from multiple inboxes.

Sum up

Automation can never replace human intelligence. But there’s also no arguing that the accuracy and dexterity it adds to the process is unmatched. When augmentation is synced with automation, talent search just gets more efficient. Make sure to properly set up and use the available tools for optimal success.


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