In our knowledge-based economy, skilled professionals are the deciding factor of business success. However, talent is hard to come by due to rising demand. And the only way to come out ahead in the chase for talent is by optimizing your recruitment strategy.
This is easier said than done. While there is no shortage of candidates thanks to the globalization of the labor market, filtering out the top talent is a demanding job, as any HR expert will tell you. Even sorting through applications can take hours, if not days, and that’s only the first stage of the recruitment process.
To overcome these issues, HR departments began using assistive technologies such as AI-powered HR software. Today such tools are becoming an indispensable part of any successful HR department. If you’re considering upgrading your HR operation with AI, here is what you need to know.
1. Automate The Sourcing Process
Creating a recruitment pipeline begins with candidate sourcing. You want to have as many viable candidates as possible, and to make this happen you’ll have to look for them through social media, job boards, freelance websites, etc. The problem is, your HR department likely has a lot on their plate already, and burdening them with a time-consuming task such as candidate sourcing is not a good idea.
Fortunately, thanks to assistive AI technology, the whole sourcing process can now proceed automatically. AI sourcing solutions can search far and wide across the web to build up your candidate list without you having to lift a finger.
2. Salvage Promising Candidates
If you automate your sourcing process (and you should definitely give it a try), you will fill your candidate database with more people than you could realistically hire in a single recruitment drive. However, passing up on good candidates is also not a particularly good recruitment strategy. What is the solution here? Again, AI comes to the rescue.
In addition to keeping your candidate database stocked, AIs can also keep re-scanning it whenever you’re running a new recruitment drive. This will reduce your reliance on external sources for talent acquisition. Instead, you can keep re-using your existing database with AI.
3. Reach Out To Passive Candidates
Not all candidates are actively looking for a job. But this doesn’t necessarily make them less qualified for the position you’re looking to fill. If you had the means to reach out to these candidates in a systematic manner, you could greatly expand your recruitment pool. One way would be to manually search databases, make cold calls, or create outreach campaigns on social media, but these approaches can be costly and time-consuming, and this is where AI comes into the picture.
Thanks to the power of machine learning, AIs can perform candidate search and outreach automatically. This allows companies to tap into the massive pool of passive candidates online, and find the ones worth reaching out to.
4. Create Personalized Employee Experiences
Personalization is a trend that found its way into all areas of business, including recruiting. The logic behind personalization is simple – the more you appeal to the needs, wants, and desires of each individual person, the more likely they will be to support you. This principle is at work whether you’re trying to sell a product, or hire someone for a job.
AI is at the forefront of personalized recruiting in the form of employee chatbots. These automatic conversation interfaces are capable of adapting their output to the needs of each individual employee. From a business perspective, the main appeal of using chatbots for recruiting is cost-saving automation. Recruits, on the other hand, get to enjoy immediate replies to queries, continuous support, and easy interview scheduling.
5. Reduce Bias in Hiring Decisions
HR departments have had a long history of dealing with bias during recruiting. This is a serious issue even if you’re not on the social-justice bandwagon for one simple reason – diverse companies simply perform better financially than their peers. Bias arises due to the human element in the process of selection. Can AI help reduce it?
AI tools can help companies improve hiring diversity by coming up with interview questions that are free of bias. In a similar vein, tools such as Textio can detect bias in job descriptions by looking at the way gendered terms such as him/her are used. This can help recruiters come up with more inclusive ways of writing job offers.
HR has traditionally been a department that relies exclusively on human labor in order to perform its functions. The development of AI in recent decades has challenged this assumption. While the notion that a machine can perform HR tasks better than humans is a tough one to come to terms with, it is nonetheless true. AI has the potential to revolutionize HR work as we know it, to the benefit of both businesses and prospective recruits.
I have been working in marketing for almost a decade and have worked with a huge range of clients, which given me knowledge on many different subjects. I recently rediscovered a passion for writing and I hope to make it a daily habit. You can read more of my work at Qeedle.