Candidate sourcing still remains a major recruiting challenge. According to a recent LinkedIn survey, 46% of talent acquisition leaders say their recruiting teams struggle to attract qualified candidates.
This is where artificial intelligence (AI) comes to the fore. AI is one of the most cutting-edge technologies of today and recruiters are able to leverage advances in its tech to deliver the best candidates.
From AI algorithms that filter out unsuitable CVs to behavioural analysis of candidates during an interview, there are a lot of advantages to the recruitment process, provided AI is harnessed properly.
This article will outline the pros and cons of AI and how it will impact the interview process for years to come…
AI in interviews
One key issue recruiters face during the interview process is that of unconscious bias.
However, one of the advantages of AI is the ability for impartial decision-making, ensuring the strongest candidates are not overlooked by trivial impressions that many people can be subject to.
Indeed, the AI process looks to highlight personality traits in the candidate that may not be immediately apparent to the interviewer.
Based on their choice of words and time taken to respond to questions, AI video interviews can help the recruiter to build a greater understanding of what drives their candidate, as well as uncover any undesirable traits that the interviewee may be trying to hide.
Four quick tips for dealing with AI
- Don’t use text speak
- Present yourself in a professional manner for video chats
- Keep it short and sweet
- Remember to be yourself
AI recruiting: from selection, to screening, to interview
AI intelligent automation: This method uses collected data to analyse new information and calculate decisions. The process is instantaneous – beginning as soon as a candidate applies – thus providing a response to the applicant immediately. This is an essential part of the process as 65% of job seekers say they never or rarely receive application status notices.
Pros: Time-saving; streamlines the recruitment process and offers immediate communication with candidates.
Cons: Automated response lacks human emotion and personal touch.
AI recruiting assistants: These assistants automate communication with candidates, therefore lowering the administrative time needed to interact with potential new hires. This could involve general policy questions or even the screening of resumes.
Pros: Candidates have 24/7 access to potential employers and have a decreased risk of being ignored by recruiters.
Cons: Limit to conversations as the system is automated, therefore missing human language nuances.
AI intelligent recruiting software: AI screening tools automate the CV reviewing process by learning to understand the company’s hiring options and employment data. This knowledge helps the software decide what makes a good hire; prioritising the most suitable applicants from the candidate pool.
Pros: Immediate identification of top talent backed by data; saving time and avoiding hiring bias.
Cons: May miss CV details due to formatting; cannot screen for soft skills; lack of human judgement capabilities and potential to overlook cultural fit.
AI digital interviews: Interview AI uses techniques like video interviews to capture the intangible human qualities (facial features, word choice, voice inflection etc.) to predict candidate fit.
Pros: Ability to assess candidate’s performance; promoting diversity by avoiding hiring bias, thus lowering administrative time investments.
Cons: Potential to overlook cultural fit; lacking human decision making judgement.