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How AI Helps in the Recruitment Process

Hanna Wilson, HR Tech Outlook | Thursday, June 24, 2021

AI for recruiting is an evolving category of HR technology developed to reduce time-consuming activities like manually screening resumes.

FREMONT, CA: Screening resumes efficiently and time effectively still is a significant challenge in talent acquisition: 52 percent of talent acquisition leaders say the complex part of recruitment is finding the right candidates from a massive applicant pool. According to a recent survey of talent acquisition leaders, 56 percent say their hiring volume will accelerate this year, but 66 percent of recruiting teams will either stay the same size or contract. Here is how AI can automate firms’ workflow to engage, screen, and assess candidates more effectively.

Talent acquisition leaders report that their hiring will increase next year, but their recruiting teams will remain the same size or even contract. This means recruiters will become more efficient by doing more with less. Manually screening resumes is still the most time-consuming part of recruiting, particularly when 75 percent to 88 percent of the resumes received for a role is unqualified. Screening resumes and shortlisting candidates to interview is estimated to take 23 hours of a recruiter’s time for a single hire. AI for recruiting is a boon for recruiters to automate time-consuming, repetitive tasks like screening resumes or scheduling interviews with candidates.

Most recruiters are busy people. In that regard, the more complex, time-consuming tasks that can be automated, the better. The AI-driven chatbot can remove heaps of these mundane activities. Think of answering candidate questions, scheduling interviews, and screening applicants. Things that are essential and need to be done but that can also seamlessly be automated—fortunately, there interesting applications of AI in recruitment that can mitigate bias. There are tools out there to assist recruiters in writing a bias-free job advert.

AI-powered software can also analyze people’s online presence, like their social media profiles. The technology can make predictions on this information. Like how people are to accept a job and what responsibilities they might be excited about. It can analyze the profiles of candidates who have started a job within the firm. By coupling all the available information, the software can find candidates with similar personalities and skills.

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