Many recruiters and human resources professionals may be – to put it lightly – a tad leery regarding artificial intelligence. After all, while many experts are saying AI won’t take away our jobs, just change how we do them, we’re still wary. Should we gird ourselves for a “take over by the ‘bots”?
Our take? Embrace the techno! We believe AI won’t replace recruiters. It will, instead, make our workday lives easier. Here are just three ways how, below.
- No more poring over dozens/hundreds of resumes.
Let AI do it! By allowing technology to find the relevant skills, education and background needs and then saving all of it in easily accessible (and readable) data fields, is a sourcer’s and recruiter’s dream come true. Using a resume parser can be an incredible time saver. And since too many great candidates find other employment while your hiring process lags, that’s a very good thing indeed for your desire to hire top talent. Especially as they evolve into tools that use neuro-linguistic programming (NLP) for much greater accuracy.
- Provide “scores” for each candidate.
AI can rate each candidate based on criteria set by a hiring manager. Artificial intelligence can crawl through resumes and even social media profiles to find this information, thus eliminating the oh-so-time-consuming resume cull. What’s more AI can perform multi-batch phone screenings, thus ridding humans of this highly stressful and somewhat tedious task.
- Help you predict which candidates will perform the best on the job.
Most of us show our best selves when interviewing. And as a recruiter or hiring manager you’ve no doubt hired someone who looked great on paper and/or interviewed exceptionally well only to find them….lacking in some important aspect of their job performance or even cultural fit.
Predictive hiring analytics, however, can help identify which candidates are a best fit – and would make a better employee. This type of AI uses richer data sets and smart algorithms to highlight the candidates that best fit criteria set by hiring managers and/or recruiters.
Additional uses of predictive hiring analytics include:
- Highlighting which requirements are associated with good performance over time.
- When do soft skills – and which soft skills – indicate how successful a candidate will be.
- Ascertain which job candidates are most likely to accept the job offer.
- Screen out those candidates who are good-looking-on-paper-but-not-going-to-be-good employees.
- More objectively use information found during reference checks and background screening.
What AI Can’t Do
Taking a look at the above tasks easily taken over by bots, what do you see? You see the preliminary, early going, screening process tasks. (And they don’t do any outreach to passive candidates!) The in-depth conversations and relationship-building during a job interview — the selling of the position — can’t be done by technology, and probably never will.
Instead, AI will take the tedium away from recruiting and allow top recruiters to do what they do best: connect with and nurture top talent.
Looking to connect with top talent today? Call upon the recruiters at Helpmates. All of our recruiters are Certified Staffing Professionals (CSP) and we pride ourselves on delivering exceptional service to both our clients and candidates, as evidenced by being named to Inavero’s Best of Staffing list for nine years in a row!
Contact the Helpmates branch nearest you. We look forward to hearing from you.
