Artificial intelligence (AI) is no longer a novelty, but a tool used every day in many business areas with very positive results. One of them is recruitment – especially the process of sourcing talented candidates and screening the received resumes. What are the possibilities of AI in recruitment? What can AI do for HR? Read on to find out more.

AI in recruitment – table of contents:

  1. Sourcing and selecting candidates
  2. Creating candidate profiles and job descriptions
  3. Keeping in touch with potential candidates
  4. Summary

Sourcing and selecting candidates

It’s undeniable that the most difficult and time-consuming part of the recruitment process is finding the best job candidates and inviting them for a job interview. It is for this reason that AI is most often used in this area. Machine learning and advanced data analysis (based on set criteria) allow recruiters to find candidates who meet the company’s requirements (and even send them a message, e.g. on LinkedIn) or to sift through resumes.

What’s more, AI can analyze a number of candidate profiles, and even verify the information included in a resume. Thus, it significantly speeds up the process of both sourcing candidates and analyzing resumes before inviting candidates for interviews.

Although artificial intelligence doesn’t conduct job interviews with candidates, it can be used for analyzing data and drawing conclusions, e.g. regarding the candidate’s skills or the adaptation to the organizational culture. Based on the words used, intonation or tone of voice during the meeting, it assesses their personality traits, and by examining facial expressions – it analyzes their emotions, which is also important in the recruitment process.

Creating candidate profiles and job descriptions

However, sourcing and selecting the best candidates for a given position are only some of the possibilities offered by artificial intelligence and machine learning. We can also use AI to create job descriptions (artificial intelligence can prepare them based on similar available ads, e.g. on the Internet) and profiles of ideal candidates matched to these positions, which is the basis for proper selection of received resumes.

Artificial intelligence compares the received documents and chooses the best-suited candidate. What’s more, AI can remember the analyzed resumes (create a database of candidates) to come back to them in future recruitment processes, which means that it has more potential than the average employee.

AI software can also analyze the keywords in job advertisements that candidates respond to best, thus adapting the content and the way it is delivered to individual preferences.

AI in recruitment

Keeping in touch with potential candidates

It is also worth mentioning that candidates tend to ask questions concerning the recruitment process via social media or website chatbots – and HR departments often don’t have time to respond to their messages on a regular basis. Artificial intelligence can be used in this area as well since it will know the answers to the basic questions and address the candidate’s concerns in real time.

This ability can also be used the other way around: program artificial intelligence in such a way that it conducts an interview with a potential candidate and asks them the most important questions, e.g. related to the expected salary, experience or personality traits. This will allow you to carry out the initial screening of candidates and check whether the candidate will fit the position and organizational culture.

AI in recruitment – summary

People still say more bad things about artificial intelligence than the good ones. Some of them think that AI might use the collected data inappropriately and take over many jobs. It will take a few more years to change the mindset. However, there’s no doubt that because of its many advantages, AI is becoming more and more popular.

Of course, we are far from the stage when artificial intelligence will replace humans in recruitment processes, but you can’t disagree that the time savings that come from using AI in recruitment are strategic for HR departments. Thanks to AI, recruiters can move some of their resources to areas that require the human factor. It is therefore expected that the use of AI in business will increase – and so will its capabilities.

You’ve just read about AI in recruitment. Read also: Assertiveness in the workplace and its impact on your productivity.

If you like our content, join our busy bees community on Facebook, Twitter, LinkedIn, Instagram, YouTube, Pinterest.

3 effective uses of AI in recruitment nicole mankin avatar 1background

Author: Nicole Mankin

HR manager with an excellent ability to build a positive atmosphere and create a valuable environment for employees. She loves to see the potential of talented people and mobilize them to develop.