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Bridge Bytes: Recruiter or Robot? Understanding the potential of AI in the recruitment industry

05 Sep 10:00 by Harry Robinson

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The rise of Artificial Intelligence in our day-to-day has been gradual and quiet, leaving many unaware of the role it plays in our work and homelives …  Like undetected malware Artificial Intelligence has snuck into our lives. 

This silent invasion of our workplaces and homes has left many unaware of the role it’s playing in our existence. Even scrolling through Twitter and Facebook utilises some form of Artificial Intelligence, whirring away in the background, to show news and posts tailored to your behaviours. 

But all of this talk on AI rarely moves beyond the scope of Apple’s assistant, Tesla’s self-driving cars and Facebook’s unusual data security practices. The silent workhorse of Artificial Intelligence is already making moves in the recruitment industry, not by replacing the recruiter but by streamlining their workflow. Whether AI is automating repetitive tasks, engaging candidates through chatbots or monitoring results for a hiring manager review, the innovations it brings within the industry means the role of the recruiter is soon to change.

 

The daily grind:

Manually screening CVs is still the most time-consuming part of recruiting, especially when the majority of CVs for a role are unqualified. Screening CVs and shortlisting candidates to interview is believed to take over 20 hours of a recruiter’s time for each hire. By removing administrative tasks through automation, AI allows recruiters to better organise their workflow, spending more time with their candidates and less sifting through unusable CVs. 

 

Digital small talk:

Recruiter chatbots are currently providing real-time interaction to candidates by asking questions based on the job requirements and providing feedback, updates, and next-step suggestions. Rather than replacing the recruiter the chatbots act as an initial clearing stage, meaning only relevant candidates make it to manual review.

But the benefits of chatbots don’t stop there, as the feedback, updates and next-step suggestions help build a stronger relationship between candidate and company, increasing the likeliness of their return despite unsuccessful applications. Artificial Intelligence is the self-governing fix for candidate engagement, by staying in contact even when the recruiter is focused on other hires.

 

Playing matchmaker:

Reporting back to the client on quality of hire is a complex process, requiring analysis of multiple datasets on the candidate’s journey from role requisition to onboarding. Introducing AI at this stage means this data can be used to regulate the candidates’ experience, knowledge, skills and the requirements of the job. This kind of understanding allows recruiters to match candidates to roles that mean more to the candidate, by predicting the environment and work life they are more likely to be productive in and therefore keeping them in the role for longer.

Whilst an ambitious target, the results are positive with companies seeing their employee turnover rates decrease by over 30% thanks to job matching through AI.

It’s important to understand that the best use of Artificial Intelligence is not to replace recruiters, but to support them in their work. Where previously time would be spent screening CVs and applications, recruiters can be empowered by AI to work with both candidate and hiring managers, developing relationships and improving the company image by being more engaged in the candidate journey.

An example of our commitment to innovation through AI, is our ongoing partnership with RecruitmentSMART’s SniperAI, which you can read more about here