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Artificial Intelligence in recruiting: Using it to your advantage
Posted by Katy Kirkpatrick on May 8th, 2019 
*Originally posted May 8th 2019 by Maggie Lyall. Content refreshed on October 23rd, 2024*
As a TA professional, you know that the job market is constantly evolving. These continuous changes leave gaps—or really, opportunities—for new processes and technologies to take root and flourish. Recently, the recruitment field has seen Artificial Intelligence, or “AI,” technologies begin to bloom in many advantageous ways. If you’re still shaky on the concept of AI, no need to worry. In this blog, we will provide a brief overview of what artificial intelligence is, how you can use it in recruiting, as well as the benefits and drawbacks of AI.
What is Artificial Intelligence?
In short, AI is typically a programmed machine that has the capability to perform tasks that previously required human skillsets, such as visual perception, speech recognition, basic decision making or even translation. Artificial intelligence and machine learning have actually been around for many years, and you probably have some form of AI-powered technology around you right now. Maybe an iPhone with Siri, or a smart home device, such as Alexa or Google Home? Any time you ask Alexa to add eggs to your grocery list, you’re using AI. You’ve also probably heard the term “generative AI” as well. Generative AI is a subset under the larger AI umbrella that involves AI generating new content based on learned data, whereas traditional AI is predominantly used to recognize patterns and make predictions. But how can we harness this technology for use in the recruitment field? We’re glad you asked!
The Basics of AI in Recruiting
In this section, we’re going to discuss three of the key ways talent acquisition teams are using AI in recruiting.
Using AI to screen candidates
If you’re a large organization that receives hundreds of applications, it is unlikely that your TA team is able to sift through every application in a timely manner. In fact, according to a survey conducted by Workable, 58.9% of respondents said they used AI for resume screening. With AI, recruiters can screen applications to ensure only applicants with the right qualifications reach the recruiter. Once you input what skills, education and experience you’re looking for, the AI tool will sort the applications and exclude any that do not contain those specific qualifications, making it much easier—and less time consuming—for recruiters to find the perfect candidate.
Using AI to source candidates
AI can be used to crawl various databases, job boards and social media platforms to help you find candidate pools that match your job requisitions. After inputting keywords, job titles and necessary experience, you can use AI to find candidates that have the qualifications that align with your open positions, without having to invest the time to source candidates manually. This saves recruiters time and expands your talent pool, allowing you to reach candidates that might not have been on your radar.
Using AI to communicate with job seekers
In an ideal world, TA professionals would be able to reach out to job seekers directly. In today’s busy world, however, there often isn’t time to directly answer common application questions. AI chatbots bridge the gap between recruiters and job seekers, providing a way for job seekers to get answers quickly, without having to reach out to a recruiter. If you’re curious about chatbots, check out our blog post. You can also utilize AI to create email templates, schedule interviews and more!
The Benefits of AI in Recruiting
Now that we’ve discussed a few ways to use AI in recruiting, let’s talk about the benefits.
Time and cost savings
In a 2024 study conducted by Workable, 89.6% of respondents said AI had helped speed up their hiring process and 77.9% said it reduced the cost of hiring as well. Not only can AI reduce time and costs by making processes simpler, it can also help by analyzing large amounts of data, automating certain hiring processes and sourcing candidates.
Sourcing better talent
As discussed above, AI can be used to search many databases for candidates that match your job descriptions perfectly. Using keywords specific to your needs, AI can help bypass unqualified candidates and get you to qualified candidates directly.
Improving communication with candidates
According to SHRM, “The highest rated employers in the benchmarking research tended to use AI recruiting technologies.” Part of this is due to the fact that AI software can help improve communication between recruiters and candidates. In fact, 63% of candidates reported being dissatisfied with the communication from employers after applying. By implementing chatbots and automated scheduling software, candidates can easily get the information they need without having to wait for a response.
The Downside of AI in Recruiting
Although AI has many amazing uses and benefits that can help improve your recruitment processes, there are also several drawbacks that you should keep in mind.
AI can lead to an impersonal feel
Today’s candidates want authentic communication. Candidates care about the brand and reputation of the places they’re looking to work, and replacing all human communication with automated systems creates a disconnect between the organization and the candidate. Ensure you are still utilizing personal communication throughout the hiring process in addition to AI-generated messaging. Want to learn more about creating an authentic employer brand? Download our ebook.
AI can be too specific
When using AI to screen resumes and applications, it can sometimes reject certain candidates because they use a different keyword or phrase that is not part of the AI’s search criteria. Conversely, applicants may attempt to bypass AI software by including common keywords in their applications, even if they are not qualified for the position.
AI can be expensive up front
Although AI can save you time and money in the long run, it may be costly up front. Because AI is built to learn from its inputs, it may perpetuate biases in your hiring process. Therefore, utilizing AI requires extensive training and analysis that can be expensive.
Should AI be Part of Your Recruitment Strategy?
In short, yes. AI’s benefits far outweigh the drawbacks, but we say this with caution. As with any technology, there can be issues that negatively impact your hiring goals. Thus, it is vital to ensure that your TA team is trained and up to date on the latest AI systems. It is also best to only use AI in certain portions of your hiring process, particularly in the areas discussed above. When you rely on AI to run your entire recruitment cycle, you may steer candidates away because they view your organization as impersonal.
How Can NAS Help?
NAS can help you identify the time- and cost-wasting areas of your recruitment process and work in partnership with your TA team to implement automated solutions that can improve your strategy and help you get the best talent. Interested in partnering with us? Contact us today!
Katy Kirkpatrick
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