Why and How to Use AI and Automation for Recruitment?

According to the Deloitte Human Capital Trends report, 62% of employers were expected to be using AI for recruitment by the end of 2017. Additionally, 35% of employers globally said that AI is the top trend affecting how they hire, according to LinkedIn’s Global Recruiting Trends report.

Many have a misunderstanding or misconception about what AI really is and what it means for the HR industry. Contrary to fears that it will eventually end up costing people their jobs, AI and automation will actually help to add to the human element of HR.

With the use of AI-based and automated recruitment software and recruitment analytics, employers are attracting top talent and providing unmatched candidate experiences. In fact, Randstad found that 82% of job seekers believe that the best hiring process is a mix between innovative technology and personal connection. Recruitment AI and automation give you the tools and time to provide both.

Recruitment tech is officially taking over the hiring process. In order to help you make the most out of this trend, we’ve outlined how to use AI and automation for recruitment, how this technology benefits your company, and how other companies are taking advantage of the trend.

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How to Use AI and Automation for Recruitment

According to the LinkedIn report, employers report that AI is most helpful for:

• Sourcing candidates
• Screening candidates
• Nurturing candidates
• Scheduling candidates
• Engaging candidates

There are various ways to utilise AI and automation technology for talent attraction and candidate experience throughout the recruitment process:

1. Target relevant candidates

AI technology makes it possible for you to offer individualised and highly targeted Employee Value Propositions (EVPs) for each candidate. This allows you to personalise your outreach and directly target each candidate's needs. You can do this by tracking a candidate’s behaviour on your website and sending them customised content and messages based on their interests.

Recruitment tech also has the ability to analyse hundreds of thousands of social profiles in a matter of seconds. It can source both passive and active candidates based on their job title, industry, location, experience and more on job boards and sites such as LinkedIn. This will ensure that you reach your ideal group of candidates wherever they are, and it will significantly expand your talent pool.

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2. Screen CVs and applications

Determining the quality of potential hires is essential during the recruitment process, and AI can help you find the best candidate by matching an applicant’s experience and skills with the requirements of the job. Recruitment software can automatically rank, grade and shortlist the strongest candidates based on the predetermined skills, experience and qualities necessary for the job.

The skills that are being screened for can either be set by your hiring team, or the AI technology can analyse an existing employee’s experience and success and base the screening off of those results. According to Przemek Berendet, the previous Vice President of Global Marketing at L11uxoft:

“AI can find patterns. By knowing who got a job within your company, these systems are able to predict who would be a successful candidate going forward.”

3. Provide chatbots

According to Ideal, 67% of candidates have a more positive impression of a company if they receive consistent updates throughout the application process. Recruitment chatbots can offer candidates real-time updates and interactions, 24/7. They give candidates a chance to ask questions about job requirements or recruitment timelines, while providing helpful feedback and suggestions about the next steps. According to the IBS group, 99.3% of candidates who interacted with a recruitment chatbot were satisfied with the process.

Chatbots can also be used to ask candidates screening questions about necessary qualifications, such as legal work status and past experience. They can process this data immediately and, if approved, send the candidate to the next step in the process.

4. Digitise interviews

AI-based video interview software can assess a candidate’s word choices, speech patterns and facial expressions in order to assist in determining whether or not they are the right fit for the position and your company culture. These digital interviews can be essential for assessing soft skills, especially if you are recruiting remote workers. Assessing a person’s body language can tell you a lot about the type of person they really are.

Recruitment interview software also narrows down a large applicant pool in order to make the final round of in-person interviews more efficient and specialised. Additionally, automated technology can easily schedule these in-person interviews in a way that aligns with both your calendar and the candidate’s preferences.

How AI & Automation enhances the recruitment process

According to research by LinkedIn:

• 67% of employers state that recruitment AI saves time
• 43% of employers state that it removes human bias
• 31% of employers state that it delivers the best candidate matches
• 30% state that it saves money

This is how recruitment tech benefits your company:

1. Saves time

Recruitment software easily integrates with your current recruitment process, so it won’t disrupt your workflow. Additionally, it will save you time and energy on administrative tasks, such as sourcing passive candidates, screening CVs and conducting or scheduling interviews. This means that you will have more time to focus on the human part of hiring, such as developing relationships with candidates.

2. Removes human bias

AI technology is also becoming essential for reducing bias and enhancing diverse hiring. Because you choose the factors that your A.I. technology is scanning for when screening candidates, you can remove any prejudice toward ethnicity, age and gender. As noted in the Deloitte report: “The practice sharpens the talent acquisition function by using data-driven analytics and digital, cognitive tools to better source and assess candidates and prevent possible misjudgements caused by bias or false logic.”

3. Delivers the best candidate matches

Recruitment tech helps you source candidates based on the specific skills and experience you need. It can find matches on various job sites and social networking platforms, as well as send messages to these matches. This means that your hiring can be based on strategy, rather than on time or cost restrictions.

4. Saves money

According to Deloitte, employers that use AI and other forms of recruitment technology are more successful in their industry than those that don’t. In fact, these companies achieve 30% greater profits and 18% higher revenue than their counterparts. Similarly, companies that adopted AI-based recruitment software early on have seen a 75% decrease in their cost-to-screen, as well as a 35% decrease in their employee turnover, according to Ideal.

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Enter ChatGPT: How ChatGPT can help enhance the recruitment process

In today's competitive job market, recruiters are constantly seeking innovative ways to streamline the recruitment process and find the best talent for their organisations. One tool that has gained significant traction in recent months is ChatGPT, an advanced language model that can revolutionise the way recruiters engage with candidates. By leveraging the power of ChatGPT, recruiters can enhance their recruitment process in numerous ways.

Use ChatGPT to help source and assess talent

One key area where ChatGPT excels is in sourcing top talent. Recruiters can leverage ChatGPT's capabilities to generate sourcing tips and techniques, helping them identify niche talent pools and uncover hidden gems in the market. ChatGPT can assist recruiters in crafting compelling job descriptions, optimising job postings and job titles for maximum visibility, and suggesting relevant platforms or channels for candidate sourcing by industry.

Another invaluable use case of ChatGPT is in creating interview question banks. ChatGPT can assist recruiters in generating a wide range of interview questions tailored to specific job roles, competencies, or cultural fit. This helps ensure consistency and fairness in the interview process while evaluating candidates effectively. Recruiters can also utilise ChatGPT to brainstorm innovative and thought-provoking questions that go beyond the conventional ones, providing deeper insights into a candidate's skills, problem-solving abilities, and cultural alignment.

Additionally, ChatGPT can be a valuable resource for recruiters when it comes to writing Boolean search strings. Boolean search is a powerful technique used to refine and narrow down candidate searches on various platforms and databases. ChatGPT can assist recruiters in constructing complex Boolean search strings by suggesting appropriate operators, keywords, and modifiers. This helps recruiters save time and effort while conducting comprehensive candidate searches, resulting in more targeted and relevant results.

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Check out our ChatGPT Prompt Library for Recruitment for over 100 expert curated prompts you can use in your recruitment process.

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Examples of how companies using AI & Automation for recruitment

More and more companies are utilising AI and automation to enhance their recruitment processes. Here are three companies that are doing just that:

1. Indigo

Receiving over 2,200 applications every week, the company’s hiring process slow and overwhelming. However, once the hiring team started using AI to automate their CV screening, their recruitment costs went down by 75% and cost per hire was reduced by 71%. They also tripled their number of qualified candidates and improved their recruitment efficiency by almost four times of what it was before.

2. Intuit

This company’s Vice President of Talent Acquisition, Nick Mailey, hires over 6,000 employees a year. When he started using AI during his recruitment process to score and prioritise candidates based on the profiles of the company’s top performers, he noticed that he was receiving higher-quality candidates and faster time-to-hire rates. In fact, it now takes him under 30 days to hire from the prioritised list of candidates, as opposed to 62 days from the larger talent pool.

3. Vodafone

In order to make their interviewing process more efficient, Vodafone’s hiring team started using AI-based software to screen its video interviews. Once candidates recorded themselves answering a set of standardised questions, the A.I. programme would assess them for candidate suitability, based off of factors such as body language, facial cues and speech cadence. Over 50,000 candidates have participated in these video interviews, and the software has cut Vodafone’s hiring time in half.

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Ready to start using AI and automation technology in your recruiting process? Occupop can help!

We are a recruitment software company that wants to make your hiring process faster, easier and stress-free. Our AI technology can greatly reduce your recruitment admin, time and costs by scoring and filtering your CVs, scheduling your interviews and sending your candidates automated email updates. We’ll also post your job descriptions across 16+ recruitment channels to ensure that your top candidates see your posting every time.

Book a demo with one of our recruitment experts at www.occupop.com and start hiring smarter today.