The process of recruitment has changed a lot especially if one is thinking of investing in AI recruiting software in 2020. It is a thing of the past when Artificial Intelligence used to be a thing of imagination. Now the more important thoughts that come across our mind is the fear of robots taking our jobs in the future! And a part of that reality is Artificial Intelligence.

When it comes to resume screening, it’s now high time to decide whether your recruitment process can benefit from AI recruiting software. Below is a list of things, that one needs to know to make an informed decision. But before we begin, let’s take a quick look at the state of AI for recruiting and human resources teams:

What does it mean – artificial intelligence, machine learning, and deep learning?

To begin with, when it’s about modern technology, the most common terms that are used are AI, machine learning, and deep learning. But what do these words mean in general? Here is quick info –

Artificial intelligence

In simple terms, it can be defined as the complex science of making intelligent machines, especially with the help of intelligent computer programs. AI-based machines can do tasks that require the same skills of human intelligence, which involves decision making, speech, and visual recognition and translating language.

Machine Learning

It is a part of AI and is one of the methods of achieving AI. With a set of complex algorithms, machine learning also uses predictive analytics to make determinations, finding patterns, etc based on a large pool of data. As time goes, instead of needing software codes, the task can be carried out by the help of these algorithms that learn the data continues to improve the capability and performance.

Deep Learning

This is a method of machine learning that revolves around making the most out of neural networks – computing systems that are designed to function as the brain. There are many popular AI of examples that have been achieved through deep learning, one such is Pinch AI for recruiting

How does AI work for the recruitment process?

For many companies, AI solutions play a major role to improve the recruitment process by speeding up the common human resource functions like candidate sourcing, resume screening, and more.

Sourcing

Many of the major recruitment tasks revolve around compiling large sets of data like resumes, candidate profiles, a vast amount of information, etc. By using this data, AI recruiting solutions can help recruiters by job match the candidates through sophisticated algorithms that will make sourcing a more intelligent process.

Screening

AI makes it easier to thin out the list of selected candidates through resume screening and filtering functions, candidate evaluation forms, etc. And once a few candidates have been identified, recruitment CRM software will help to keep the top talent engaged through the hiring process.

Scheduling

AI also helps recruiters to save time on tedious, repetitive tasks like interview scheduling, etc. AI automation allows the recruiter to schedule meetings instantly with the help of tools that eliminate the back and forth emails or rescheduling meetings.

Such software eliminates the time that is wasted and instead improves recruitment operations, thus helping the human resources teams to focus primarily on stronger candidate experience and thus becoming a bigger strategic business partner.

What are the other ways by which AI recruitment can improve the hiring process?

Candidate rediscovery

From a recruiter’s point of view, there are always those candidates that don’t fit the immediate role, but in the long term, perspective can be a great future hire. Instead of starting from scratch when a new role opens, AI will filter through your existing talent pool to find the candidate that can fit the right skill and background.  A bonus will be that job seeker expressing an interest to your organization, knowing your brand well, and thus saving you a few steps in the recruitment process.

Diversity Hiring

Most of the job seekers have indicated that workplace diversity is an important factor that they look for while finalizing their decision before accepting a new role. Leading employers are rising to match these expectations by using new diversity recruiting strategies that help to address the gaps within their organizations and thus the global workforce as a whole. Many companies have now even opted to use AI to eliminate unconscious bias that occurs during the resume screening process, etc.

While a lot of progress has been made, there’s still a lot of work left that needs to be done to fine-tune diversity-focused AI software.

Automated connections with humans

This might seem not personal but autonomous candidate interactions have had a positive impact depending on the overall candidate experience.

Facial Analysis

Softwares Used for video interviewing have become increasingly popular among recruiting teams that require high-volume or global hiring, and some organizations have already started with facial expression analysis. This technology works by analyzing the body language during the process of interview by assessing the moods, energy, and personality traits of the candidate.

While this is an advancement being made in technology, there are still reasons to be wary of facial analysis, this is because it’s still not sophisticated enough to eliminate bias or advance the best candidate for the role. Similar to AI diversity recruiting software, there is still some work yet to be done, and it should be interesting to keep an eye on such trends in 2020.

Candidate Profile Augmentation

AI recruiting software can now build more thorough and robust candidate profiles by scouting the web in search of alternate sources of data that goes far beyond the resume. The addition of social media profiles, third-party publications, search engine results, etc can give a more holistic view of the candidates to the recruiters.

Conclusion:

Artificial Intelligence is meant to augment human intelligence. If talent acquisition teams can harness the full potential of AI, this can increase efficiency and provide a stronger candidate pool which is just the beginning of greater and better things to come.