A smart guide to AI recruiting – How to make the most of advanced technology?

Digital acceleration and transformation in the last few years have forced companies to battle their way into finding the right talent at speed and in a cost-effective way. Recruiting has become the hotbed for artificial intelligence applications in HR. Companies are increasingly evaluating and considering the adoption of various AI-driven recruiting software, especially since the start of the Covid-19 pandemic, the Great Resignation 2022, as it helps speed up processes, reduce workloads on humans, offers efficient time management, improves candidate experiences, and refines sourcing.

One reason why hiring is even more important now than in the past is that companies are doing it frequently: High turnover means regular hiring, and most companies are now looking outside to fill vacancies for all roles, and not just for those referred to as “entry-level” openings. If there’s one thing that the Great Resignation taught us it is that nobody is married to their role and job, and as recruiters, the race for finding good candidates at speed, in a competitive environment, where big guns are fighting for supremacy, has become the real task. Therefore, emphasis on ‘Hire them where you can find them’. Today, automation is helping deliver the process at speed and with efficiency.

What is AI recruiting and what is its purpose?

In short, AI sourcing is the use of artificial intelligence to help find, screen and engage talent. AI sourcing tools search the internet for potential candidates, using parameters like job titles, skills, keywords, and location to find the best matches for open positions.

Once the pool of candidates has been narrowed down, AI tools typically help to contact potential candidates in a partly automated way.

Now, AI sourcing tools are becoming increasingly popular in the recruiting world because they take a lot of the legwork and guesswork out of finding candidates.

Manually searching for qualified candidates can be extremely time-consuming, and often results in recruiters only being able to reach out to a small number of people. AI sourcing, on the other hand, can quickly and easily identify a large pool of qualified candidates, which gives a much better chance of finding the right person for the job.

Additionally, because AI tools can automate many of the manual tasks associated with recruiting, such as building searches, screening applicants, and sending messages, they free up the recruiter’s time to focus on the work where they can make good use of their brain and interpersonal skills, like talking to candidates.

Suggested Read – Top AI tools for staffing agencies in 2023

Why is AI recruitment gaining so much popularity?

There are a few reasons why AI sourcing is becoming more important for recruiters.

1. Recruitment is now a competitive task

Quoting American author Jim C Collins, from his book ‘Good to Great’ says ‘People are not your most important asset. The right people are. With the market rife with professionals of experience across various tiers and budget scales, tapping the right talent, at the right time has become increasingly important to scale up the workforce and therefore elevate the business goals. With more demand than supply of quality talent, recruiters need to find smarter and more efficient ways to source candidates. Reliance on recruiting methods of the past only, would not be the best way in an aggressive business environment. Candidates respond differently to outreach. Expectations in terms of candidate experience, speed, and job offers are higher than ever. A recruiter needs to be able to reach and convince the 0.0001% that is best suited for the job that a company has to offer.

2. Social media is driving the charter for visibility

The rise of social media platforms like Linkedin, has made it easier for candidates to research open positions and apply. Lately, Instagram seems to be showing this trend too with small-sized brands relying on platform features to drive the message of hiring, which in a way is purely driven by word of mouth. While this could be great for organic visibility it has also led to an increase in unqualified candidates applying for jobs, which causes job boards to become increasingly saturated and job posts less effective. To find the best candidates, recruiters need to be able to source them proactively from a variety of different places. AI-powered sourcing can help by scraping the internet for data on potential candidates and delivering it directly to recruiters. This allows recruiters to search in a more targeted way and reach passive candidates who they may not have otherwise found.

3. Remote working opening doors to global talent

Imagine an HR consultant telling the C-Suite of a company that a large stream of employees in their company would transition to remote work with only a few days’ notice, that they would experience a productivity boost with a few days of an adjustment period and many of those workers would not want to return to the office. Likely, the consultant’s contract would not have been renewed. Come 2023, here we are with a large segment of the workforce remotely working and driving capabilities at scale.

With the remote trend, the talent market has become a global market where the entire world has become the available talent pool. The new capabilities organizations have for remote work have opened new possibilities, and now is the time for leaders to assess how other changes to the employment model could work for them. Making data even more important to narrow down candidates to a shortlist.

With an ever-growing pool of candidates to choose from, resume screening has become a time-consuming process that often yields subpar results. With AI the pre-screening can be done more effectively so a smaller and more accurate selection of candidates is left for the recruiter to review.

How to start using AI sourcing?

There are a couple of things to bear in mind before implementing AI sourcing in one’s daily recruiting routine.

1. Define your hiring needs: Before one starts using AI sourcing software, it’s important to define the hiring needs. This will help identify the key skills, experience, and qualifications required for the role. It will also help create a clear job description that can be used to search for candidates.

2. Choose the right software: There are many different types of AI-sourcing software available in the market. Some are designed for specific industries or roles, while others are more general. It’s important to choose the right software that meets the company’s needs.

3. Use relevant keywords: When searching for candidates, use relevant keywords that are specific to the job. This will help to find candidates who have the skills and experience needed for the role. Be sure to include both technical and soft skills in the search.

4. Refine the search: As one begins receiving results from the search, it may be important to optimize inflight to refine the search criteria. This can be done by using the software’s filters and sorting tools to narrow down the results to the most relevant candidates.

5. Analyze candidate data: AI sourcing software can provide a wealth of data on candidates, including their skills, experience, and qualifications. Analyze this data to identify the best candidates for the job.

6. Automate the outreach process: Once the identification of potential candidates is done, use the software to automate the outreach process. Send personalized messages to candidates and track their responses.

7. Use AI-powered assessments: Some AI-sourcing software includes assessments that can help evaluate candidates’ skills and competencies. Use these assessments to further refine the candidate pool.

8. Continuously evaluate and improve: Use data and feedback to identify areas for improvement and adjust the process accordingly.

By following these steps, the HR team can make the most of advanced sourcing software and streamline their daily recruitment process.

Suggested Read – AI Recruitment Solutions: A Guide for Staffing Agencies

Much like any technology that promises to offer a world of opportunities, it is worth taking on a skeptic’s lens. Machine learning and automation if 100% relied on, can unlock a sea of limitations as well. Here are some to keep in mind:

• The human brain still plays a formidable role with its ability to see relevant patterns and make decisions regarding who is the right fit for a job. A good example would be Amazon’s attempt at automating the recruitment process. The tool was trained on resumes submitted over ten years, which were predominantly from men. As a result, the system learned to favor resumes that contained the words and phrases commonly used by men only, thereby showcasing a bias towards women candidates.
• AI chatbots can answer most questions and do so quicker than human recruiters. However, often automation can bring with it the frustration of standardized responses, leading to a poor recruitment processing journey. Close to 80% of job seekers prefer human interaction to an exchange with a bot as machines have trouble processing human emotions and slang terms too.
• The tool is also a reflection of human biases, which means that the output is as good as the input. It’s important to regularly assess macro factors impacting the changes in the recruitment industry like market hiring trends, policy changes, gender equity planning, diversity, and inclusion to name a few. These are skills that predominantly require human intervention to help encourage adaptation to changing scenarios.
• Suitable candidates can be missed. Based on algorithms used for shortlisting candidates or reviewing large amounts of documents, valuable candidates that a hiring manager would normally spot can easily be missed owing to suggestions thrown by the tool. Given that candidates offer different skills, attributes, and experiences that are over and beyond education, qualifications, and other criteria, a good candidate could simply go unnoticed, especially since recruiting can sometimes be quite subjective. A good candidate, for example, may be lacking in some areas but overcompensate in other areas, which AI may not distinguish like a human could. It is important to note that in most developed organizations on a DEI journey, HR has started evaluating for culture fitment which is a soft skill that can be gauged only through interactions, a skill any machine is incapable of learning.

Therefore, when one learns how to use AI sourcing as a tool it is important to club it with human intelligence, only then can the full potential be unleashed towards delivering results.

Can AI change the role of a recruiter?

AI recruiting tools won’t remove the need for recruiters, but they do redefine and streamline the recruiting process. AI tools will reduce the time and effort recruiters spend on certain defined tasks.

• Resume Screening: AI-powered tools help recruiters streamline the initial screening process by automatically scanning and analyzing resumes. These systems can identify keywords, skills, and qualifications relevant to the job, saving time and effort for recruiters. For example, Unilever, a multinational consumer goods company, implemented an AI-powered chatbot called “U-Recruit” to handle initial candidate screenings. The chatbot engaged with applicants asked relevant questions, and assessed their fit for various job roles. It helped Unilever streamline the initial screening process, identify qualified candidates, and provide a positive candidate experience.
• Candidate Sourcing: AI tools help recruiters find potential candidates more efficiently. By leveraging advanced algorithms and machine learning techniques, AI searches through various online platforms, social media, and professional networks to identify suitable candidates based on specific criteria. ‘Hospitality Elevate’, the AI recruiting platform for Hilton, a global hospitality company” provided support in enhancing the talent acquisition efforts. The platform used machine learning to identify suitable candidates by analyzing their resumes, social media profiles, and online behavior. It helped Hilton recruiters streamline candidate sourcing, screen applicants efficiently, and identify top talent for their hospitality roles.
• Candidate Assessment: AI can assist recruiters in assessing candidates by conducting automated assessments, such as coding challenges or psychometric tests. These assessments can provide objective and standardized evaluations, allowing recruiters to make more informed decisions.
• Chatbots and Virtual Assistants: AI-powered chatbots or virtual assistants can handle routine inquiries from candidates, such as answering FAQs, scheduling interviews, or providing updates on the application status. This frees up recruiters’ time to focus on more strategic tasks. Case in point, IBM. A team of engineers developed an AI-powered virtual assistant called “Watson Recruitment” to assist in the hiring process. Watson Recruitment interacted with candidates, asked interview questions, and assessed the responses to provide recruiters with valuable insights for decision-making. It helped streamline candidate assessments, reduced bias, and improved the overall efficiency of the recruitment process.
• Data Analysis and Insights: AI can analyze large volumes of data to provide recruiters with valuable insights. For example, it can help identify patterns in successful hires, predict candidate performance, or highlight potential biases in the recruiting process, enabling recruiters to make data-driven decisions and improve their strategies.
• Enhanced Candidate Experience: AI can personalize the candidate experience by tailoring job recommendations, sending automated personalized messages, or providing real-time feedback to candidates. This can improve engagement and help create a positive impression of the company.

AI sourcing is a growing trend in the recruiting industry that shows no signs of slowing down. As the global talent pool becomes more competitive and people are more easily connected to each other, it’s increasingly important for recruiters to find efficient ways to source qualified candidates.

Discover the power of AI sourcing for smarter and more efficient recruiting. Learn how to find, screen, and engage top talent with Arya Quantum, the leading AI-driven recruiting software.

FAQs

What is AI recruiting and what is its purpose?

AI recruiting, also known as AI sourcing, is the use of artificial intelligence to find, screen, and engage talent. Its purpose is to streamline the recruiting process, save time and effort for recruiters, and improve the chances of finding the right candidates for open positions.

Why is AI recruitment gaining so much popularity?

AI recruitment is gaining popularity because it helps recruiters cope with the competitive nature of the hiring process. It allows them to quickly identify qualified candidates from a large pool, reach passive candidates, and improve the overall candidate experience.

How can I start using AI sourcing?

To start using AI sourcing, it’s important to define your hiring needs, choose the right software that meets your company’s requirements, use relevant keywords when searching for candidates, refine the search using filters and sorting tools, analyze candidate data, automate the outreach process, utilize AI-powered assessments, and continuously evaluate and improve the sourcing process.

Can AI change the role of a recruiter?

AI recruiting tools won’t eliminate the need for recruiters, but they can redefine and streamline the recruiting process. AI tools can assist with resume screening, candidate sourcing, candidate assessment, chatbot and virtual assistant support, data analysis and insights, and enhancing the candidate experience.

What are the limitations of AI sourcing?

AI sourcing tools can exhibit limitations such as biases based on the input data, standardized responses that may lead to a poor candidate experience, the potential to miss suitable candidates due to algorithmic shortlisting, and the inability to evaluate soft skills and cultural fit that require human intervention.

How can AI sourcing help in remote working scenarios?

AI sourcing can help in remote working scenarios by providing access to a global talent pool. It enables recruiters to search for and evaluate candidates from anywhere in the world, making it easier to find the right talent for remote positions.

How does AI sourcing assist in improving the recruitment process?

AI sourcing improves the recruitment process by saving time and effort for recruiters through automated resume screening, efficient candidate sourcing, objective candidate assessments, chatbot and virtual assistant support for routine inquiries, data analysis for valuable insights, and enhanced candidate experience through personalization and automation.