AI recruitment solutions are becoming increasingly important parts of the talent acquisition process. While it can be easy to group AI recruiting tools into one category, solutions vary and are powered by different types of technology. 

In this blog, we discuss five AI recruiting solutions and talk about how you can use them in your recruiting process.

 

1. Applicant Tracking Systems (ATS)

Applicant Tracking Systems (ATS) are used by employers to collect, sort, scan and rank the job applications they receive for open positions. Over 90% of Fortune 500 Companies use an ATS, which proves its importance in automating the talent acquisition process. 

AI-based ATS takes automation a step further. For example, AI-based technology can consider candidates based on skills, qualifications and experience to deliver an automated shortlist.  AI-based ATS is most suitable for companies dealing with large volumes of applicants who find it difficult to effectively screen and assess candidates. 

However, ATS can also have loopholes that candidates can exploit to artificially rank higher on shortlists. This includes doing things such as keyword stuffing and utilising special formats to confuse the system. Recruiters should be wary of these loopholes and devise ways to overcome them.

 

2. AI Chatbots

Recruitment chatbots are software applications used to conduct online conversations via text. They are commonly used in lieu of providing direct contact with a recruitment representative. Chatbots use Natural Language Processing (NLP) to derive meaning from user text inputs. This then allows the chatbot to formulate answers in response to user questions and then direct them through a pre-set route depending on the user’s needs and requirements.

AI-powered chatbots can help companies during the screening process by obtaining candidate information and performing quick background checks. Its application is not limited to recruitment and can extend to onboarding and HR management. Employees can ask questions to a chatbot about any unfamiliar procedures they may have about their job or situation. The chatbot can then provide a suitable response, saving the individual time spent looking for an answer. This solution is therefore appropriate for companies with a lot of applicants or employees looking to maximise efficiency.

However, chatbots struggle with complex questions and conversations. They also struggle with retention as they cannot gauge feelings or read subtle warning signs that a candidate or employee is losing interest. Those using chatbots should ensure there are other candidate touchpoints that allow deeper interaction.

 

3. Video interviewer

Using artificial intelligence and facial analysis, AI video interview software is able to evaluate the strengths of a candidate through their expressions, voice and eye movements. 

Candidates have the ability to ‘cheat’ during one-way interviews with prepared scripts and even quick Google searches. Therefore by using AI technology such as eye-tracking and behavioural analysis, recruiters can prevent cheating and better guarantee accurate results. 

AI video solutions allow companies to accurately assess a candidate’s soft skills as well as their experience, all whilst analysing a candidate’s behaviour and integrity. Such a solution allows companies to screen multiple candidates without a single facilitator present during the video interview, greatly enhancing productivity. 

Despite this, video interviews by nature require candidates to have a stable internet connection, clear webcam and a laptop/pc device. Therefore, some candidates may be disadvantaged during the screening process if their audio is unclear and video is low quality or delayed. This might negatively impact candidate experience. 

 

4. Psychometric testing

Psychometric testing is a scientific screening method used to assess a candidate’s mental and behavioural traits. These tests usually consist of questions that test a candidate’s numerical ability, cognitive ability, creativity and adaptability. 

Enhanced by AI, the data collected from a candidate’s performance allows the software to accurately determine the candidate’s soft skills and benchmark them according to the rest of the cohort. This is extremely beneficial as it allows companies to simply send an invitation to the candidate and wait for results to make informed decisions. This saves recruiters a lot of time while empowering them with extra information about the candidate. This then allows them to select the best fit for their company. AI-powered psychometric testing is most suitable for companies recruiting for roles that require specific skills and traits.

However, it is common for candidates to cheat on these tests by utilising past answers, finding other people to help and using third party softwares. This means that the data collected from the testing may not accurately reflect a candidate’s real ability and may cost you extra time and money during the screening process.

 

5. AI phone interviewers

AI phone interviews are a new and unique way of screening candidates. Curious Thing AI is an example of an AI phone interviewer. Curious Thing uses NLP to record and analyse candidate responses and then direct the interview based on either a pre-set or dynamic route of questioning.

Automating the phone screening process with Curious Thing AI will allow you to access more of your applicant pool. Curious Thing’s phone interviews are available 24/7. This means that you no longer have to play phone tag and candidates can call at a time and place they decide, greatly enhancing their candidate experience. Every candidate’s answers are analysed without bias and scored according to a comprehensive grading formula to accurately assess their soft skills. This provides you with detailed information about candidate abilities that you can compare against their cohort.This solution best suits companies looking to maximise their applicant pool, increase efficiency and improve the candidate and recruiter experience. 

However, keep in mind that despite such features, an AI phone interviewer is at the end of the day, a robot. If you wish to give all your candidates some personal interaction with the company you will need to ensure other candidate touchpoints feature human interaction. 

 

Conclusion

Each AI recruiting solution has distinctive features and benefits. Therefore, it is important to understand what qualities, skills and experience your company is looking for before deciding on which solution best suits your needs. We understand that it can be difficult to choose the right solution. That’s why we’ve prepared another blog to help you differentiate between popular solutions in more detail.