5 Powerful AI Tools for Smarter, Faster Recruiting (And Why Human Interaction Still Matters)
Posted by Melissa Meunier on Fri, Apr 19, 2019 @ 11:00 AM

Remember the first time you saw The Matrix? Didn’t it seem like AI was some sort of futuristic semi-frightening technology, but at the same time so far from reality that you never really thought about it outside the silver screen? 

Somewhere along the way, AI shifted from science fiction to reality. We depend on AI technology to get things done every day, and many times we don’t even notice it.

For recruiters, it’s no longer a question of “if” we will adopt AI tools, but rather “when” and “how” to implement them.  AI helps us accomplish our hiring objectives faster and with greater accuracy than we could ever achieve using traditional methodologies.

How AI Makes Recruiting Smarter, Faster, and More Efficient

Today’s AI recruitment tools are designed to reduce bias, automate repetitive tasks and improve candidate experiences. They can also help companies save money and boost productivity by freeing hiring managers to focus their attention where it is needed most. 

Let’s look at 5 ways AI is changing recruitment for the better. 

1. Chatbots – Chatbots are more than just shiny new diversions. They promote engagement with candidates, which is essential to attracting the best talent and building your employer brand. Using natural language processing, chatbots can interact with written communications from candidates and respond with appropriate information. Chatbots can help you build positive connections with more of your ideal candidates by making sure they receive timely answers to their questions.

2. Screening Tools –These days, many recruiters never even see the majority of applications that are submitted. Instead, they use AI screening technology to select the most promising candidates based on how well their resumes match pre-defined job criteria including credentials, experience and skills. Screening tools help hiring managers use their time most productively by eliminating hours of busywork and allowing them to focus only on candidates who meet the specified job requirements.

3. Job Postings – Writing the perfect job posting is a blend of science and art. It’s not enough to simply list your requirements these days; you must also sell the job to your ideal candidate. Fortunately for the non-writers among us, there’s an AI tool for that. With predictive analytics and text analysis, machine-learning applications can determine which job postings are most successful and replicate language patterns in those listings to create new job posts. Voila! You have data-honed, high-quality job posts targeted to your ideal candidates.

4. Predictive Analytics – Even once you find and hire the perfect candidate, there’s no guarantee that he or she won’t fly the coop in six months, especially in today’s job-hopping corporate culture. Or is there? Predictive analytics tools look at past job history, performance reviews, behavioral patterns and demographic data to predict which employees present the greatest flight risk and which ones are most likely to stick around.

5. Sentiment Analysis – Ever wonder what your employees and candidates are really thinking? Sentiment analysis can help. These tools analyze language patterns and word usage in employee feedback to identify underlying emotional leanings. For example, an employee who uses words like “frustrated,” “micromanaging” or “need to fix” may present a flight risk. Sentiment analysis tools support higher engagement by analyzing feedback and recommending specific ways to address concerns or act on opportunities.

 Caveat: There’s One Thing AI Still Can’t Do 

AI is changing recruiting norms and there’s no question that it’s improving and helping outcomes for many companies. But there’s no substitute for human connection and interaction. No matter how smart AI becomes, humans still prefer to talk to other humans, and that’s especially true when we’re choosing a place to work. Candidates want to know what the team dynamics are like, how managers will treat them and whether the culture is a good fit. Once on the team, employees want to be recognized for their work and they want to know their managers and team members value them. 

And that’s something AI can’t replicate.

Topics: recruiting

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