Guest Contributor

7 Ways of Using AI for Greater Hiring Success

By | Scott Mathews

HR departments used to be inert systems with little room and a willingness for improvement. Recruiters have traditionally relied on professional experience and intuition in the candidate selection process, but Artificial Intelligence (AI) has changed the game drastically in the last few years.

Today, almost 100% of hiring managers believe that AI can greatly enhance talent acquisition and retention. Another report reveals that non-automated hiring procedures cost 35% more than those supported by AI platforms.

There are so many reasons to rely on new technologies in recruiting, which is exactly why you should embrace AI. In this article, we will explain to you the concept of AI and show you seven ways to use it for greater hiring success.

AI: Definition and Features

Before we begin analyzing the capabilities of AI in recruiting, we need to discuss the concept itself and make it easier to understand how it functions.

By definition, AI represents the ability of a digital computer to perform tasks commonly associated with intelligent beings such as the ability to reason, discover meaning, generalize, and learn from past experience.

Jake Gardner, a tech writer at the Assignment Help Australia, says that a carefully-programmed AI system can think like a human being, but it comes with a much greater processing power: “It enables the system to complete a lot more operations in a much shorter timeframe than any human being could ever do. AI can write my research paper and provide dissertation help, but it can do tons of other things, too.”

As such, AI can automate a broad scope of human tasks and responsibilities. Instead of wasting time and workforce, businesses of all types and sizes can exploit AI to simplify and speed up operations and maximize efficiency.

How AI Improves Candidate Selection Processes

AI obviously makes a tremendous impact on modern businesses, but how does it affect recruiting? We can identify a wide range of influences, but some functions proved to be more significant than others. Without further ado, let’s check out the top seven ways AI can improve candidate selection processes.

  1. Online application management

Studies prove that the average recruiter spends only six seconds scanning a candidate’s resume. They do it because it’s not easy to check out hundreds of applications and dedicate a substantial amount of time to every document, but this also means that quality candidates often end up neglected.

AI is not making the same mistake. On the contrary, AI-powered systems analyze applicants based on keywords and common position-related patterns, thus making sure to understand each job seeker correctly.

The program is able to filter through resumes quickly, prioritize certain skill sets, and identify the most promising candidates. That way, the initial stage of the recruiting process speeds up and becomes much more efficient.

  1. Analyzing multiple data sources

Modern recruitment goes well beyond vacancy announcements and resumes in an attempt to learn a lot more about potential employees. Of course, such a strategy would not be possible without AI and its ability to analyze multiple data sources simultaneously. Here are the common resources it looks for while testing candidates:

  • Social networks such as LinkedIn, Facebook, and Twitter
  • Business directories
  • Blogging websites and Q/A platforms
  • Search engines

This is how AI can discover applicants’ interests and behavioral patterns, while recruiters use such feedback to recognize the best fit for their teams.

  1. AI chatbots

Young talents expect companies to guide them through the selection procedure and provide useful information on a regular basis. However, it’s a big challenge for HR teams because they cannot afford to spend so much time interacting with potential workers.

This is where AI chatbots step in to simplify communication with job seekers.

Chatbots are intelligent communicators who can answer users’ requests and answer the vast majority of practical questions. The system learns with each interaction and gets smarter over time. If it cannot find the answer to the specific inquiry, it can redirect applicants to human recruiters.

All these functions make applicants’ experiences a lot more comfortable, which results in lower abandonment rates. Namely, candidates are less likely to abandon the process due to alternative job offers or any other reason for that matter.

  1. Personalized communication 24/7

AI chatbots don’t only speed up and simplify recruiting, but also improve the overall accessibility of the process. After all, job candidates can now engage with potential employers around the clock and receive highly personalized feedback almost instantly.

Jason Jacobsen, an HR analyst and accounting assignment help writer, claims that the main idea is to provide each applicant with tailored messages that suit his/her expectations and rely on earlier interactions with the company: “To put it simply, AI replaces human agents who do not and cannot know anything about a given applicant.”

Instead of repeating the same requests all over again, candidates can continue their conversations with the HR department in a meaningful way.

  1. Eliminate bias from hiring

Another very important function of AI is the elimination of bias from hiring, particularly in relation to the so-called unconscious bias. It’s a phrase that explains prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair. 

For instance, a middle-aged WASP male recruiter might unconsciously favor candidates from the same social cohort. AI is not facing the same problem, which is why it can successfully deal with unconscious bias in recruiting.

  1. AI interviewing

This may seem like a futuristic concept, but AI-powered interviewing is already a well-known concept worldwide. If you don’t believe us, take a look at Olivia – an AI that assists talent in over 400 organizations, in more than 60 countries, across six continents, and communicating daily in over 36 languages. With this kind of platform, AI interviewing becomes a reality for agile HR departments.

  1. Data analytics

The last way to use AI in hiring is fairly obvious. Namely, it’s a system that can easily analyze massive data sources and you should exploit it to assess your recruiting strategy and results.

For instance, you can track metrics such as employee performance, retention, engagement, and turnover rates to see how new employees are handling professional duties. If you notice any irregularities and common pitfalls, you can react quickly to prevent further damage and change hiring practices that lead to negative outcomes.

The Bottom Line

AI is a genuine game-changer in almost every field of work. HR is by no means an exception here, so you better think about embracing the new form of technology and finding the most appropriate platform for your organization.

In this post, we discussed the concept of AI and explained seven ways to use AI for greater success in hiring. Have you ever thought about the benefits of AI in recruiting? Which feature do you believe to be the most important?

Share your ideas and/or questions in comments – we would be glad to discuss this amazing topic with our readers!


Scott Mathews is an HR manager at the essay writing service and a part-time blogger at several paper writing services, including the coursework writing service and buy custom essay. Scott is an expert in HR and new technologies. Besides that, he is a passionate traveler and an amateur long-distance runner.

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