Artificial intelligence (AI) has transformed everything it has touched, and ai in talent acquisition has been no exception. We’re currently seeing it revolutionise how recruiters and acquisition specialists handle mundane tasks, make data-driven decisions, and – ultimately – the speed and efficiency with which we hire the best candidates.
However, if you’ve only recently tested the waters of AI in talent acquisition, you may not be clear on the best practices for using it. So in this article, we’ll show you how to best use AI for talent acquisition to focus on those areas that require your human expertise!
What Are the Best Use Cases for AI in Talent Acquisition?
1. Use AI to Source Better Candidates
It’d take you days and weeks to give every sourcing channel your full attention would take you days and weeks. However, AI-driven talent acquisition platforms can analyse vast amounts of data (including resumes, job postings, and social media profiles) to identify the most promising candidates – even if they are passive job seekers.
As a recruiter, this gives you plenty of time to focus on actually talking to them and delighting them with your company’s candidate experience!
2. Speed up Your Candidate Screening Process
AI-powered screening tools can evaluate candidate resumes and applications, identifying critical skills and qualifications for a role.
While we wouldn’t recommend using AI for the actual shortlisting, you can use AI to filter out the unqualified candidates and work with a smaller pool of top talent.
3. Write Better (and Less Biased) Job Descriptions
How do you summarise a role vital to your client’s business success in just a few hundred words? And – better yet – how do you make sure it sounds good?
AI can use various copywriting frameworks and organise the information you feed it to ensure you create a compelling job description. Then, it can provide wording recommendations to ensure you use inclusive language and attract a diverse talent pool.
4. Can AI Help with Diversity and Inclusion in Talent Acquisition?
Yes! However, it should be monitored because AI is only as good as the data and the training it’s been given. When created correctly, AI can help you create a more inclusive hiring process by identifying candidates from diverse backgrounds and experiences.
For example, Allsorter’s resume reformatting software doesn’t just save your time – it makes sure the CVs you send to your clients are bias-free and resonate with their requirements.
5. Speed up Your Onboarding Time
AI can automate tasks like form completion, so you don’t have to manually send over the documents your new hires need to succeed. You can also use it to power your knowledge base, respond to any questions a candidate may have, and more!
6. Get Rid of Bias
AI can analyse job requirements, the way your posts have been written, and other comms between you and the candidates to get rid of biased language or tone. At the end of the day, you can expect AI to recommend the right way to approach candidates to secure a more diverse team.
7. Assess Candidates’ Skills with AI
There’s no reason for you to cross-check a candidate’s skills when AI can do it for you. Easily see the gaps in the skills, get nice-to-haves pointed out to you, and speed up your shortlisting process!
What Is the Future of AI in Talent Acquisition?
The future of AI in talent acquisition looks promising, with several trends that stand out to us:
- Personalised experiences: AI can help you create tailored hiring experiences for candidates depending on their profiles, seniority, and preferences.
- Data-driven decision-making: AI can analyse more data than any human, so you get guidance on your hiring decisions. (Again, please note that it shouldn’t be a substitute for real professionals.)
- Task automation: Automate repetitive tasks like resume reformatting with tools like Allsorter, so you free up your time for strategising and improving the hiring quality.
- Ethical AI practices: As AI adoption grows, recruitment agencies will need to prioritise ethical AI practices to ensure the hiring process isn’t just optimised but also fair.
- Skill development: If you’re hiring for multiple roles for a specific client, AI might be able to help you identify the skill gaps in the existing team, so you hire smarter.
What Are the Risks of Using AI in Your Talent Acquisition Process?
We know you’re overwhelmed with work, but be careful when delegating to AI. We are AI-positive, but it pays to be cognisant of risks:
- Unintended biases: AI algorithms can unintentionally replicate existing biases in the hiring process if they are not carefully designed and monitored.
- Data privacy concerns: The use of AI in talent acquisition involves processing large volumes of personal data, raising concerns about data privacy.
- Over-reliance on AI: Strike a balance between using AI to enhance your decision-making and relying too heavily on AI, which can lead to potentially overlooking valuable human insights.
AI Won’t Replace Experts – It Will Enhance Their Skills
At the end of the day, AI is just a trained language model. What you get depends on what you give. If your team is full of skilled professionals, they’ll be able to tune the AI to enhance their existing effectiveness, so they spend less time on manual data entry and more time on improving the hiring quality.
And as AI continues to advance, make sure you stay informed of the latest technological advancements, so you remain competitive and become renowned for top-notch candidates!
Allsorter’s resume formatting tool is an excellent example of an AI-powered solution that can help recruitment agencies stay ahead of the curve in talent acquisition. By integrating AI into your talent acquisition strategies, your organisation can unlock the full potential of AI-driven recruitment and hire more engaged, qualified, and diverse talent!
In recent years, the call for diversity and inclusion has gained significant traction across various industries. Organizations have recognized the immense value that diverse perspectives and experiences bring to the table, fostering innovation, creativity, and improved decision-making. However, one area that requires urgent attention is the recruitment industry, which often perpetuates unconscious biases that hinder progress towards achieving true diversity and inclusion. Addressing and removing bias in recruitment processes is crucial to create equitable opportunities and build a workforce that reflects the rich tapestry of society.