Today, recruiting is undergoing significant changes. This is due to various reasons, including global changes in the labor market, methods of doing business and, of course, the arrival of new technologies in recruiting.

One of the most ”hot” technologies that is widely discussed is artificial intelligence and its application for search and selection.

To help you better understand this new direction, we have prepared a series of articles about artificial intelligence, which will answer a number of questions related to its application in recruiting.

Why should we use artificial intelligence?
First of all, this is due to the current mass labor automation. All kinds of human activities that can be described by algorithms, sooner or later will be automated. Recruiting contains a large number of routine operations, so over time they will be performed by machines, not people. We are already observing the beginning of this automation process. Artificial intelligence has several potential applications for automating large and repetitive tasks, such as CV screening and candidate evaluation.
Artificial intelligence should automate or optimize the part of the recruitment process that is associated with routine tasks of large volume.

What can AI do?
Today we can see several possibilities of using the artificial intelligence in the recruitment process.
The most promising:

  • Reduce cognitive biases that recruiters unknowingly admit .
    Addictions and a person’s past experience can affect many aspects of recruitment: people tend to stereotype and make unintended choices based on appearance, ethnicity etc. Artificial intelligence can be designed to ignore unimportant job attributes of a candidate, thereby improving the quality of recruitment.
  • Automation of CV screening
    In terms of time, screening CVs and creating a short list of candidates is one of the biggest tasks of a recruiter. Artificial intelligence is able to process hundreds of CVs in minutes (instead of hours for a person), selecting suitable for a number of parameters, which significantly reduces the selection time and avoids errors associated with human inattention and fatigue.
  • Increase efficiency in the evaluation of candidates
    The key problem of recruiting is the selection of promising candidates from a large number of applicants. Artificial intelligence can process large amounts of data and find templates or consistent patterns in it. This means that key characteristics can be selected for each position and more data can be collected and evaluated for each candidate. All together it will give us an improvement in the quality of hiring.
  • Support communication with candidates throughout the process
    Another time – consuming but necessary part in the work of the recruiter is an incessant communication with candidates. Artificial intelligence can take over stock areas of communication, in particular notifications of CV receipt, passing tests, appointment of interviews etc. At the same time making these communications personalized on the basis of information about the candidate. In addition, the AI can be used as a chatbot that answers standard questions of candidates about the vacancy, company, conditions etc. Thanks to this, candidates do not “fall out” of the recruitment process and recruiters save their time.

The main advantages of using AI for recruiting:
1. Saving the time for recruiters;
2. Improving the quality of hiring.
3. Reducing the cost of hiring

Examples of the use of AI

In each of these areas, there are examples of successful solutions that already show significant improvement in search and selection results. Let’s take a closer look at the examples.

  • Reduce cognitive biases that recruiters unknowingly admit
    In 2015 Google spoke about the use of an internal tool for the selection of qDroid, which automates part of the recruitment process. The interviewer can enter the position for which the candidate is being interviewed and get guidance with interview questions based on the requirements for the position and ignoring the background of the candidate. This helps to reduce the influence of prejudices of the interviewer and standardize the process.
    The Textio platform uses AI and machine learning technologies to write the vacancies. Textio evaluates the language of vacancies to eliminate discrimination on age, gender and other grounds and make them more attractive to different types of candidates.
  • Automation of CV screening
    The previous approach to screening automation was based on simple criteria, such as years of experience, qualification, city, specific University, that is on certain keywords used in the CV. Such screening is carried out by means of CV syntactic analysis.
    Nowadays companies are guided by much more complex criteria: matching a managerial culture or team, cognitive ability, learning ability etc. Such aspects cannot be identified by parsing. This is where artificial intelligence comes into a play.
    Modern platforms use AI to collect data about which candidates you hire, how successful they are in their future work. In fact, he learns from your hiring practices and then identifies the most suitable candidates for you.
    Avrio, Ideal, Pomato, TalentScan and some other companies develop “Smart” screening.
  • Increase efficiency in the evaluation of candidates
    It is obvious that the role of artificial intelligence will be huge in the evaluation of candidates. Algorithms based on artificial intelligence can be used to create tests, simulations and decode video interviews and give us the information about candidates who are likely to be successful to improve the recruitment efficiency. 
    Thus, cognitive tests from Pymetrics, based on AI, are designed for selection on the positions in marketing and sales. The level of success of selection in the companies applying them increased by more than 30% while eliminating the “bias during the interview” and “bias towards education”. 
    HireVue that specializes in video interview processing can take into account more than a million relevant data elements about a candidate in every minute of the video and can tell recruiters about the truthfulness and confidence of candidates in answering questions. The Hilton network is talking about 16% increase in hiring diversity and the growth of efficiency using this technology. 
    PredictiveHire takes data about employees working in the company and creates models based on them to evaluate candidates. Candidates pass a short questionnaire. The results give an accurate prediction of their potential performance relative to specific KPIs of the company. The model is self-learning and becomes more accurate over time.
    TalentScan uses open data to assess the technical skills of specialists based on their experience. AI tracks the parameters of candidates added to the recruitment funnel and taking into the account previous experience with similar vacancies recommends the recruiter of similar candidates during the work with a vacancy.
  • Support communication with candidates throughout the process
    Artificial intelligence in the form of chat, e-mail or virtual meeting room can be successfully used to support candidates during the recruitment process, answering questions, preparing to go to work etc.
    A huge number of companies are now developing chatbot technology including for recruiters. Among them:
    GoHire with a recruiting chatbot can import job descriptions, do pre-screening of candidates, customize pre-selection questions and guide candidates to interact with the recruiters of the company, career site, or ATS companies.
    Candidate Assistant from IBM Watson communicates with candidates and recommends them positions that match their skills and experience.
    Mya one of the market leaders says that their technology can significantly improve recruiting performance, including reducing the time before the interview to 79% increase in funnel conversions by 2.5 times and increase the efficiency of labor recruiters by 144%.

AI for recruitment is a new direction of HR technologies designed to reduce or fully automate time-consuming activities such as CV screening, evaluation of candidates and communication with candidates.
It is obvious that the potential for the use of artificial intelligence in recruiting is very high and we are only at the very beginning of this path. AI-based technologies will help recruiters work faster, better and more comprehensively.
In the following articles we will tell you more about the application examples, risks, prospects and opportunities of AI technologies.

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