How much do you know about artificial intelligence (AI) recruitment technology?
According to the 2019 State of Artificial Intelligence in Talent Acquisition Report only 40% of HR professionals consider themselves to be moderately knowledgeable of AI.
Thanks to COVID-19 and the increased need for remote hiring, AI recruitment technology has landed on a lot more radars. Except there’s still some confusion about what AI recruitment technology is and how it can be effectively used in the hiring process. That’s why we’ve created this complete guide to AI recruiting technology.
In this guide, we cover everything from what the term ‘AI recruitment’ actually means to how you can use AI recruitment solutions to hire smarter. But before we continue, let’s first cover why it’s worth learning more about AI recruitment technology.
In 2018, LinkedIn reported 76% of industry experts thought AI would have at minimum a somewhat significant impact on recruiting in the coming years. This is turning out to be true, especially since COVID-19 has caused rapid digitisation across industries.
It’s, therefore, the perfect time for those in the industry to learn about AI recruitment solutions and how they work. This knowledge will help recruiters and leaders discover what their own recruitment problems are and how AI technology might help them solve them.
After reading our guide you should have a clearer understanding of how AI recruitment technology works and what you can do to ensure the solutions you choose are best for your company. So without further ado, let’s start!
AI recruiting refers to technology that uses artificial intelligence (AI) to automate parts of the hiring process.
AI is an umbrella term used to describe a broad field of technology. Apple and Google voice assistants, Siri and Alexa, are examples of AI technology. Spotify also uses AI technology to suggest songs you may like.
‘AI recruitment technology’ is also an umbrella term that refers to any recruitment solution that is powered by AI. This means AI recruitment can refer to solutions like chatbots, applicant tracking systems, onboarding software and more. The type of AI technology each solution uses will vary. For example, an applicant tracking system might use AI that looks for keywords to shortlist resumes whereas a phone screening software will use AI to conduct interviews and analyse the results. These are two very different use cases.
In short, when you see the term AI recruiting used to describe a recruiting solution, take the time to discover what parts of the product harness AI technology and why.
Read this article for a more in-depth definition of AI recruiting.
We believe AI recruitment technology can not only improve but also transform your recruitment process for the better. How so? Well, let’s say you decide to use recruitment software that will post job ads to multiple platforms and manage applicants for you. This enhances your process as it helps automate time-heavy tasks. But, what if that same software could also analyse the text in your job ads and suggest better wording arrangements? And what if it could also shortlist candidates for you based on pre-set criteria? Well, that’s a little more transformative, would you not agree? The right AI technology has the ability to reimagine your recruitment process for the better!
Let’s use Curious Thing as an example now (it is our area of expertise after all!). Curious Thing is an AI interviewer that automates the phone screening process. By using Curious Thing to replace phone screens our clients have saved up to 26 hours per week! But, our impact can be further magnified. We present clients with rich and insightful data about candidate soft skills. This allows clients to use more than just a CV to create an initial shortlist, which has led to powerful results so far. For example, our clients have:
For more information read this blog: 3 companies who transformed their process with Curious Thing.
Now we haven’t told you all these wonderful things about Curious Thing just to promote our product, it just so happens we know our clients best! The point we are trying to make is that well chosen AI recruitment technology can provide you with more benefits than just solving your problem. It can transform the way you do things for the better. So when you go out looking for a solution, keep an open mind and ask how these tools could work to reimagine your process.
There are many AI recruitment solutions to choose from. Each has its own pros and cons.
When looking for a solution it’s a good idea to first try to understand the problem you are trying to solve. Do you have too many resumes to screen? Does your process include too much paperwork? Do you want more insight into soft skills? Once you have a clearer idea of the problem you are trying to solve then it will be easier to assess the different solutions available to you.
Used by employers to collect, sort, scan and rank the job applications they receive for open positions.
AI chatbots are also known as recruitment chatbots. They are software applications used to conduct online conversations via text. Chatbots are commonly used in lieu of providing direct contact with a recruitment representative.
Video interviewers record candidate interviews and are able to evaluate the strengths of a candidate through their expressions, voice and eye movements.
AI phone interviewers conduct phone screen interviews with candidates on behalf of recruiters. Curious Thing is an example of an AI phone interviewer.
Candidates schedule calls with Curious Thing and conduct interviews at a time that suits them. Once the interview is done, recruiters will receive the recordings and data of the interview which can be used to analyse a candidate's soft skills and capabilities.
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.
Psychometric tests can be conducted in conjunction with other solutions like ATS and AI phone interviewers.
For more information read these blogs:
At this point, you’ve learned about AI recruitment software, surveyed solutions on the market and now possibly have a shortlist. So what’s next? Choosing a solution! We have developed 7 questions you should ask potential solution providers. These questions focus on the big picture and are great for long-term planning.
The questions are:
Each question is important as it focuses on how the product you choose will benefit your recruitment process in the long term. For example, if a product does not enhance candidate experience then perhaps it won’t be something you keep for the long haul.
For more insight into why these questions are important read this blog: 7 questions to ask before investing in an AI recruiting solution.
Implementation is probably the most important part of your acquisition process. If technology is not implemented properly then you aren’t using the solution to its best advantage and maybe even causing more problems for your team. According to IDC, half of all AI projects fail in 1 in 4 companies. Therefore, the secret to success is to have a solid implementation strategy!
Here are five tips to help you get started.
Don’t allow yourself to be blinded by bells and whistles, choose a solution that solves your problem. If you aren’t clear on the problem you are trying to solve then take the time to figure it out.
Your key stakeholders will be using the technology the most so it’s important they are included in the decision-making process.
Plan how you will introduce the technology to the wider company and communicate the benefits of the change.
Give your team the support and incentive they need to adopt the new technology.
Let your candidates know about the new tool you are using and if they use the tool directly ensure you provide enough education material.
To read more about why these tips are important read this blog: 5 tips for implementing AI recruitment technology.
AI recruitment technology can help remove human bias from the recruitment process. But it can also practice its own form of artificial bias. For example, Amazon used past applicant data to inform their CV matching algorithm. Because Amazon had hired more men than women in the past, the AI was trained to reflect this (not on purpose of course!).
It’s important to be aware that artificial bias can occur. Ask your potential vendor what they do to prevent artificial bias from creeping into their process.
To read more about artificial bias and how it occurs reads this blog: Bias in AI recruiting technology.
Our answer to this question is, no! On a broad level, AI recruitment technology helps recruiters by automating admin tasks and providing data that helps aid decision making. We believe the best solutions use human intelligence and technology. Each solution is different but here at Curious Thing, we have designed our product to give recruiters the final decision in who makes a shortlist. We provide the data and recruiters make the decisions. Listen to this podcast where our CEO Sam Zheng discusses this topic in more detail.
This brings us to the end of our guide on AI recruiting. We hope you found it useful! If you have any further questions about AI recruitment technology please do not hesitate to get in touch with our team at: email@example.com.