Automation and AI in Recruiting

LaKeisha FlemingBy LaKeisha Fleming
February 24th, 2024 • 5 Minutes

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Almost all business owners—97%, in fact—say that ChatGPT will benefit their companies. More than 60% of business owners believe AI will strengthen their customer relationships and improve productivity within their company. With statistics like these, it’s no surprise that the use of AI is expected to explode in just a few short years, growing 40% by the year 2030.

Artificial intelligence, automating processes and the technological advancements they bring, are impacting every facet of the business world on a large scale. And that includes the recruiting branch of businesses.

“Technology has transformed every part of our daily lives over the past several years and talent acquisition is no exception. Tech innovation in the recruiting field has infused the process with more data, transparency and automation. The improved technology is empowering recruiters with better precision, speed, and cost-effectiveness for their programs,” states Chris Atkins, SVP of B2B Marketing at The Muse.

The ability to complete tasks faster, get more work done and potentially realize greater profit thanks to AI and automation is exciting. Using those tools to bring in top talent and find the perfect employee fit is also a great perk. And while there are concerns anytime technology explodes so rapidly, there are definite ways that you can put it to work for you.

We take a look at the impact of AI and automation on the recruiting process, the tools that are making a difference and how you can incorporate technology to streamline your recruiting process.

AI and Automation’s Impact on the Recruiting Process

We’ve all worked in a job with parts of it that we don’t enjoy doing. For many people with jobs involving data entry and administrative work, those things rank high as those tasks. As recruiters know, paperwork and organizational duties are a big part of connecting with, interviewing and ultimately hiring the right talent.

“Recruiting has always involved lots of manual and administrative tasks that can consume work hours. Automation and AI can take care of a number of manual tasks —from sourcing candidates to scheduling meetings — freeing recruiters to focus on more strategic work,” Atkins explains.

That strategic work is what can add to your success and bottom line as a talent acquisition professional. If you’re still tentative about exploring the ways that AI and automation can enhance what you do, consider the number of ways that they can benefit you.

  • Technology can help with one of the most important aspects of a recruiter’s job – creating the job listing to attract potential employees. “AI tools can be used in job description customization where it is being leveraged to reduce bias, enhance inclusivity, save time and improve the overall quality and effectiveness of job ads when it comes to applicant quality and attracting a more diverse range of candidates,” says Atkins. 
  •  Once you have your job listing created, it’s not effective if it’s not in front of the right people who need to see it. AI can help with that. “One area where automation has and will continue to impact recruiting is programmatic job advertising. Programmatic job advertising automates the job ad-buying process and offers HR teams data-driven decision-making and real-time adjustments. Some programmatic job advertising solutions also use AI beyond just targeting and bidding, but also management of spend across all jobs to deliver the best ROI for the employer,” Atkins states. 
  • Along with job listings, productivity is an area where technology tools can have a big impact. ChatGPT can help with researching content. You can use software products to schedule interviews and appointments, search resumes and cover letters for plagiarism, and find keywords and skills in a CV. “These products can help teams work more efficiently and [are] less error-prone. It’s a no-brainer that they can deliver value if they are designed right and are well-incorporated in the existing workflows,” notes Maryam Mahdaviani, Founder and CEO of Attesto. 
  •  No matter how many tools we create or how much technology we use, the need to communicate is still a crucial part of the recruitment process. AI can lend support here as well. Something as simple as automating responses when a job candidate submits a resume, or asks a question, can be invaluable. Your ability to respond quickly to a job seeker can be the difference between that person applying for your job or deciding to move on to the next posting. Interview chatbots create an engaging experience as well. And of course, you can use prepared responses when screening candidates and moving forward with the hiring process. 
  • Along the lines of communication, screening candidates remotely via video call is a benefit to both recruiters and potential employees. Not only are there savings on travel costs, but it offers the opportunity to set up interviews outside of the normal 9-to-5 time constraints. 
  • Garnering a better understanding of the analytics for your job listings is a place where automation has and continues to be beneficial. “These products can help with reporting and analytics that can lead to better planning and decision-making. Actionable insights can also help with removing biases and meeting DEI goals,” Mahdaviani asserts. 
  • While this may not be the first topic that comes to mind, AI can help with your company’s branding. “Another area where automation is making an impact is in employer brand amplification, where data, automation, and digital storytelling converge to connect employers to right-fit candidates across targeted audiences,” Atkins explains.

Technology can help you work smarter instead of harder. Understanding the benefits is important. It’s also important to know what potential problems to be aware of.

Things to Keep in Mind

Computers, the internet and cell phones are all incredibly convenient and beneficial. But they all also came with a cost. AI and automation are no different. Relying too heavily on automated processes to look at resumes and filter out applicants can cause you to miss an ideal candidate. In the midst of technology, human beings are still necessary.

“We should also keep in mind hiring is a humane process and human touch is necessary. We need to introduce the products and agents in a way that includes humans and still allows the hiring team to be seamlessly involved in the process of establishing that authentic human connection,” notes Mahdaviani.

Make sure you’re clear on what tools you need and why.

“Many people refer to automation, machine learning and AI interchangeably — and yet while they are all related, they have very different use cases in HR. Automation refers to creating predefined rules or logic to repeat and scale tasks typically done by a human hand. Whereas machine learning and AI can analyze trends and large datasets to infuse initiatives with more insight beyond human capabilities,” Atkins says.

We’re all navigating the road moving toward advancement and improvement, and AI and automation are a part of it. Recognizing the benefits and being cognizant of the pitfalls can make the future look bright.

“I believe that the road might be bumpy, and we might have a slew of products and companies that do not solve the problems correctly. However, the future is bright — in the same way that software has improved our lives tremendously, AI will change recruiting and hiring for the better,” Mahdaviani concludes.

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