This Definitive Guide to AI in Recruitment will give you a good understanding and info of AI basics. With this guide, you will learn how to use AI in recruitment. In addition, we recommend that you also download a visual guide that has even more info and examples, e.g. great AI tools you can use.
13 % of HR managers say AI is already a regular part of HR. (Ideal)
How to Use AI in Recruitment
You can use AI for many parts of the recruitment process. Therefore we gathered some of the coolest methods and purposes for AI that you can use.
1. Sourcing Candidates
Web crawlers help you find the potential candidates from the internet. Web crawlers are internet bots that systematically browse the internet, typically for the purpose of web indexing. Then again sourcing tools will find candidates automatically from your internal talent pools or communities.
2. Matching Candidates
AI enables automatic reviews and candidate scoring. It will also give you recommendations of the most suitable candidates, based on candidate’s talents and scores.
3. Candidate Communication
Chatbots are getting more and more popular as it is easy, for instance, for a website visitor to contact a company or get an answer to a quick question via chatbot. AI makes it also easy for the recruiter to give candidates relevant feedback. AI can give you pre-written personalized reviews for candidates which eases your work as a recruiter.
4. Predictive and Intelligent Analytics
AI can predict what kind of a person would fit in the team, and also recognize when you need a new employee. With the help of AI, you get different metrics about candidate experience and candidate relevancy. With clear metrics, it’s easier to improve processes and candidate experience.
Internet is full of definitions for artificial intelligence, machine learning, deep learning and artificial general intelligence. To successfully use AI in recruitment, you should know some basics. Here you will learn simple explanations for some of these terms.
Artificial Intelligence or AI is a computer program or a machine that is capable of human-like behaviour.
Machine learning means human-developed algorithms that can be taught with data.
When a neural network learns the algorithms or abstractions it needs, directly from the data, by itself, it is called deep learning.
A machine capable of understanding the world, as well as any human that can independently conclude what it should learn, is called artificial general intelligence, or AGI. This kind of machine does not yet excist.
How can you take advantage of data when using AI in recruitment? You can gather human resource data from three main sources: Applicant Tracking Systems, HR Systems, and Online Platforms. For instance, recruitment processes and employment relationships generate lots of data. That data is usually stored in a applicant tracking system (ATS) and HR systems. Sadly, many companies don’t often systematically enrich or effectively use the data. Luckily, AI tools are here to assist you and take advantage of the data!
Then again, online platforms offer public data sets that are standardized. However the company that is using the data, doesn’t own it. Good example of a online platform is ESCO, the European multilingual classification of Skills, Competences and Occupations. ESCO works as a dictionary, describing, identifying and classifying professional occupations and skills relevant for the EU labour market and education and training.
Job Seekers want to see more Virtual Reality and Job Matching Technology in the job search. (Career Arc)
What can we learn from using AI in recruitment?
AI gives massive potential for its users, but it is still in the early development phase. Although AI tools or projects will not always succeed, that doesn’t mean you should be scared to use them. As a matter of fact, the most important thing is to learn from the mistakes.
Using the company’s own data for deep learning model is often not enough. First, if a company, for example, by accident discriminates against women in job search, the deep learning model will learn it as well. Second, it is important for the user to set certain methods for the profound learning model. For instance, one good option is semi-supervised learning, in which a person sanity checks what the model learns. Third, it is also vital to use standardized data (e.g. ESCO).
Note! AI can help to streamline recruitment process in so many ways, but we won’t encourage you to reject candidates purely based on AI.
TalentAdore – AI in Recruitment
TalentAdore is a Virtual Recruitment Assistant that will help you with candidate matching and communications. With TalentAdore, you can send AI-assisted and 100 % personalized feedback messages to all your candidates, and at the same time, improve your candidate experience. TalentAdore’s AI algorithms do the writing for you, while you can always check the messages, and do your own additions if you feel like it.
You can match candidates to the most suitable positions via unbiased recommendations. Not to mention, the matching technology can also be used for automatically sourcing candidates from your talent communities. TalentAdore provides a possibility for a bot-like interactive easy dialogue on your career pages. You will also receive tips for creating more relevant job ads to attract the right candidates.
TalentAdore will make it a lot easier to improve candidate experience and that way build your employer brand. You can gather data of how candidate experience and candidate relevancy develop with time.
Chief Marketing Officer (CMO) at TalentAdore || Passionate about creating compelling stories and enhancing the world of recruitment. Helping companies to improve their Employer Brand with modern recruitment methods and superior Candidate Experience.