Most of us interact with artificial intelligence (AI) on a daily basis. Whether you ask Alexa to tell you the score of the game, rely on Nest to understand your energy usage habits, or choose the next TV show to binge watch based on Netflix’s latest recommendation, it’s safe to say that AI is dramatically transforming our lives. As we adopt and integrate AI into our personal lives, we can also expect AI to have a profound impact at the office.
In fact, many companies have already welcomed AI and big data into their hiring processes. According to a recent Korn Ferry Futurestep survey, nearly 63 percent of talent acquisition professional say AI has changed the way recruiting is done in their organization. But fear not: AI and big data will not replace the recruiter. Rather, it will re-invent what it means to be one. HR professionals will have to adapt fast and learn how AI can help them quickly and effectively source higher-quality candidates.
To understand exactly how artificial intelligence will change the role of the recruiter, it’s important to know the ways in which recruiters can leverage available technology to improve their jobs.
- ChatBots: This instant chat feature automates the communication process during the application phase. ChatBots allow candidates to ask questions about company policies, culture, and benefits in real time.
- Administrative Planners: Certain tools have the ability to access and manage multiple calendars and quickly schedule candidate interviews, a process which has historically been quite tedious and time-consuming.
- Resume Screeners: Using an algorithm to scan for specific keywords, resume screeners can help identify the best prospects from a massive applicant pool. Additionally, they can objectively assess a candidate’s ability while eliminating the human biases that oftentimes seep into the hiring process.
- Candidate Sourcing Tools: These tools help talent acquisition professionals quickly find passive candidates online by scanning applicable data on professional networking services like LinkedIn.
- Machine-learning Tools: Machine-learning tools identify patterns in data that produce the best results. For example, by looking at certain candidate details, such as education level, previous experiences, skills, and personality traits, machine-learning tools can make predications on a candidate’s performance and determine who is most likely to be a successful employee.
Already, 27 percent of recruiters say AI and big data has freed up their time, according to a Korn Ferry Futurestep survey on the future of recruiting. As a result, human resources professionals can now focus on the more human and creative aspects of their jobs. Recruiters can expect to spend less time on repetitive tasks like scheduling interviews and sifting through resumes and more time developing some of the below impactful initiatives.
- Maximizing the candidate experience to enhance quality of hire and, as a result, overall business performance.
- Developing positive relationships with candidates to ensure all applicants feel heard, respected, and understood.
- Building a stronger network and growing a community of future candidates.
- Increasing collaboration with hiring managers and equipping them with the tools to make better, more informed talent decisions.
- Creating innovative programs to train, motivate, and ultimately retain top-performing employees.
It’s not a question of if AI will change the role of the recruiter; it’s a question of how. As many of the mundane tasks become increasingly automated and streamlined, recruiters will become more strategic in how they engage and connect with candidates. As a result, businesses that are quick to invest in AI and big data can expect to see higher quality of hire and lower turnover rates.