The remarkable benefits of artificial intelligence (AI) are making waves across various industries, revolutionising everything from customer service to data analysis. In fact, a recent study from the Office of National Statistics found approximately one in six businesses (16%) are currently using at least one AI application in the day-to-day running of their company.
And the recruitment industry is no exception! AI is rapidly becoming a game-changer when it comes to selecting top-notch candidates.
But how much could it transform the future of recruiting? We’ll explore how AI is being used in recruitment, the benefits for businesses and candidates, as well as some tips from industry experts for implementing it.
What is artificial intelligence in recruitment?
Artificial intelligence can be applied to the process of finding and selecting talent. It utilises machine learning to identify and filter potential candidates who match specific criteria while automating manual tasks like resume screening in the workflow.
Of course, you still need a human touch to make the final decisions and evaluate cultural fit, but AI can significantly speed up and make the hiring process more efficient.
How is artificial intelligence being used in recruitment?
From automating tasks like resume screening to identify the best-fit applicants to chatbots that keep candidates updated, AI is helping optimise time and resources.
Here are some ways AI can assist in the hiring process:
AI can quickly analyse vast amounts of candidate data from multiple sources to identify people who match specific job requirements. This helps expand the talent pool and find suitable candidates quickly and efficiently.
AI algorithms can automate the initial screening of CVs by scanning and processing their content, keywords, and qualifications. This saves time by providing a shortlist of qualified candidates for further evaluation.
Chatbots and virtual assistants
AI-powered chatbots and virtual assistants can engage with candidates, answer their questions, and provide information about the company and job openings. They can offer 24/7 support, enhancing the candidate experience and freeing up recruiters' time for more strategic tasks.
AI can be used to automate manual tasks, such as scheduling interviews and sending notifications, streamlining the recruitment workflow and lightening the load of administrative tasks.
The benefits of artificial intelligence in recruitment
An improved candidate experience
With artificial intelligence tools in play, candidates can enjoy faster responses, automated updates, and even interactive chatbots that answer their queries. A study by Tidio found 48% of candidates find not getting any feedback is the most frustrating part of applying for a job. So, this can really help candidates feel valued and engaged throughout the entire hiring journey.
Brian Johnson says, "When candidates feel valued during the recruitment process, they're more likely to have a positive impression of the company and be inclined to accept a job offer. That's why I think utilising AI can only be a good thing, as long as human touch isn't lost in the process."
"When it comes to communicating with clients, striking a balance between efficiency and maintaining a personal connection is key. This way, we can provide timely updates and information while ensuring that we truly understand and address each individual's unique needs."
A 2023 study by Forbes found that 64% of businesses expect AI to increase productivity, which is no different for the recruitment industry.
Phill Stott says, "By leveraging AI-powered tools, manual and time-consuming tasks, like resume screening, can be automated. This frees up valuable time to focus on building meaningful connections with potential candidates, nurturing relationships and securing top talent. Besides, the ultimate goal is to ensure that candidates are matched with roles where they can thrive."
When set up correctly, AI tools can help minimise unconscious human biases by removing personal details like the candidate's name and school from the evaluation process. By doing so, AI can focus solely on assessing candidates' knowledge, experience, and skills when making hiring decisions.
Plus, AI can analyse vast amounts of data quickly, enabling businesses to consider a broader range of candidates. And this increases the likelihood of building a more diverse workforce.
Improved quality of hires
AI algorithms can accurately match candidates to organisations, avoiding the need to sift through resumes of unsuitable individuals. The desired qualifications and expertise can be communicated to AI, allowing it to work its magic to find the most fitting candidates for the specific requirements.
When candidates are matched with roles that align with their skills, experience, and preferences, they're more likely to be satisfied with their job and stay with the company longer. And a study by The University of Oxford even found happiness made workers 13% more productive. It's a win-win for both businesses and candidates!
What do businesses need to consider when using artificial intelligence in recruitment?
Ensure quality data
AI has the potential to rid the hiring process of bias, but Brian Johnson highlights the importance of quality data for AI to learn from: "AI systems heavily rely on the data they're trained on, so if the data itself is biased, it may lead to unfair hiring decisions. It also has the potential to learn and replicate any unconscious biases currently present in a company's recruitment process. In other words, you can't just let AI run wild without any oversight."
"Businesses need to remove any data that could create bias, like candidate’s name and gender, so that AI can focus solely on evaluating a person's skills and qualifications."
Regularly monitor and evaluate
Continuously monitoring the performance of AI systems is a must for businesses using them for the recruitment process. Phill Stott explains why: "In the UK, there are currently no regulations to enforce regular fairness checks, which flag bias in your dataset, on AI systems. And this is a problem, as it leaves room for potential biases to go unnoticed. That's why businesses need to be responsible when using AI for hiring."
"Businesses should be analysing the outcomes of AI-based decisions, identifying patterns of unfairness, and taking corrective measures to fix them."
Don’t forget the human touch
A study by Tidio discovered that over 68% of respondents want a human presence in the final hiring process decisions.
And it's not hard to see why. Phill Stott explains: "Artificial intelligence is a handy tool that enhances decision-making, but it shouldn't replace human judgment, which is all about empathy, intuition, and picking up on those little details that AI algorithms might miss. When there's a human touch, I've found candidates feel more at ease and appreciated because they know there's someone there who cares. It's that personal connection that really makes a difference."
"Of course, businesses should be embracing AI to free up time and streamline their workload, but I believe the most successful hiring process is one that combines AI with expert staff working together."
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