For decades, recruitment has been a largely manual and in-person process. The situation seems to be changing swiftly. The advent of artificial intelligence (AI) has changed how people interact with technology, leading to a more efficient, accurate, and cost-effective recruitment process. With less time going through stacks of resumes, companies experiencing growth can now focus on building authentic business relationships and improving workplace culture.
The Real “Costs” of Recruitment
A single job posting can be administratively complex, costly, and time-consuming. The average time to fill a position can go anywhere from 14 to 63 days at a cost of € 6.666,67. In a 40-hour work week, recruiters spend half their time (18-23 hours per week) on activities such as candidate sourcing, resume screening, conducting interviews, or follow-up conversations to negotiate salaries. In the brief time that remains, recruiters must devote time to analyzing hiring trends and align workforce strategies with business objectives.
How To Incorporate Artificial Intelligence (AI) In Recruitment
1. Job Postings:
AI algorithms can predict how prospective hires might respond to a job posting. Based on the inaccuracies it detects, an AI-powered online tool can rewrite sections of text to change the tone or propose alternative formatting options to address layout issues that mislead candidates or discourage them from applying. When gendered language is removed from job postings, companies can receive up to 42% more applications. By integrating AI-powered software in the early stages of the hiring process, recruiters can use language that caters to the candidate and give more of an insight into company culture.
2. Candidate Sourcing:
Recruiters spend nearly one-third of their workweek reviewing niche job boards and scouring hundreds of social media platforms to match the best candidates to open positions. Within this context, AI software can save valuable time and enhance your sourcing efforts. Once the automated approach is running in the field, AI software can collect and analyze thousands of data points from external and internal databases, social media, and job search sites, and provide the recruiter with a list of good matches. Because AI algorithms can also examine patterns within a candidate’s career history and anticipate their future trajectory, recruiters can quickly identify passive candidates open to new career opportunities. Yet, the use of electronic technologies should be given careful consideration as the AI system is trained on biased data and could ultimately perpetuate discrimination and inequality.
3. Diversity And Unconscious Bias:
Unconscious bias can lead to unintentional discrimination in the hiring process because it frequently shapes deliberate choices without awareness. With the help of AI-driven tools such as Applicant Tracking System (ATS) or candidate relationship management (CRM), recruiters can set criteria focused on a person’s qualifications and anonymize any sensitive information that can introduce bias and discrimination. Furthermore, AI can help businesses de-bias the wording of job ads, making them gender-neutral and track outcome metrics in relation to diversity goals. While AI software can help reduce bias, it can also make inaccurate predictions because of biased inputs. It is recommended that recruiters conduct regular audits on algorithms to mitigate any potential bias.
Can Recruiters and Artificial Intelligence (AI) Coexist in the Workplace?
Artificial Intelligence (AI) is not replacing the human element in recruitment, just enhancing it. According to the results of a recently published study by Alexander Mann Solutions, 96% of interviewed Dutch recruiters believe that AI improves talent acquisition and retention, saving them, on average, 14 hours of manual tasks every week. As a result, AI technology has the potential to reinvent and automate mundane processes in the hiring cycle so that recruiters can dedicate more time to building a positive work environment and transforming the recruitment relationship into an employment relationship.
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