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Reimagining Recruiting With The Use of Artificial Intelligence



Artificial intelligence (AI) is machine learning from human intelligence and used for performing human-like tasks. Some common examples of AI in our lives are Alexa from Google and Siri from Apple. As artificial intelligence gradually began to reshape our current and future lives through the benefit of technological innovation, it has now become an inseparable part of our day-to-day. With the ability for AI to be a prevalent application across multiple industries, it has successfully inched its way into the hiring industry and is creating revolutionary impacts on recruiting processes.

AI in recruiting refers to streamlining certain parts of the hiring process. Common AI applications include talent sourcing, candidate engagement, and prospective employee selection, among others. For recruiters, this technology undoubtedly enhances recruiting efforts and work efficiency. Not only that, but it also enables recruiters to hire higher-quality candidates. While AI helps automate workflow and save hours for recruiters, it shortens the application process for candidates, allows them to be open to more job opportunities in a given time, and finds the right job without sending out hundreds of resumes. For candidates, applying for jobs becomes less complicated and more efficient with AI as well. Whether to recruiters or applicants, AI in recruiting is a relevant and valuable topic worth discussing. As more companies are adopting AI in the hiring process, join us in learning how AI is affecting the hiring cycle.

ATTRACT HIGHER-QUALITY CANDIDATES

Evaluating candidates during the hiring process is important to recruit higher-quality candidates, but attracting quality applicants before interviews is also significant. All companies undoubtedly want to recruit the best candidates, but do they take adequate steps as recruiters to acquire quality talent? The first way that job seekers will know the company is hiring is through job postings. AI can help companies to formulate clear and descriptive job descriptions for job postings by studying prior hiring data and refining writing with words and phrases that statistically lead to better outcomes. After reading a thorough job posting, potential candidates can have a basic understanding of what they should expect and be expected to work in the position at the company. The more specific a posting is about what type of talent the company is hiring, the more qualified candidates will apply. Applicants usually perform a self-evaluation before applying. If they don’t possess the skill sets the company requires or don’t consider themselves as a good match to the company, for example, due to company culture, working schedule or flexibility, most of them will not spend additional time and effort on applying positions they are not passionate about. With increased options of higher-quality candidates, recruiters don’t have to worry about settling for semi-qualified candidates.

ENHANCE THE CANDIDATE EXPERIENCE

Among various AI applications, candidate engagement is one of the most common uses in the hiring industry. Engaging with candidates is necessary, but simultaneously time-consuming. According to Forbes, recruiters spend more than 13 hours every week on average sourcing and interacting with a one-role candidate. Chatbots take over repetitive tasks such as screening resumes, asking candidates basic interview questions and scheduling interviews for qualified candidates, from recruiters who should be devoting their working hours to more essential duties. On the other side of the screen, job applicants also gain a few advantages from it. According to CareerBuilder, before chatbots emerged, 60% of job seekers quit the long and complicated application process and 75% of candidates would NOT receive any responses from a potential employer after submission. Since the introduction and infiltration of chatbots in business, candidates have more accessible information about the job in a company of interest and get timely responses regarding applied jobs from recruiting managers. Applicants with such experience express that they are three times more likely to hear back from potential companies than before. The chatbot application in the hiring process has increased user experience and overall performance for both parties in an employment relationship.

STRESSLESS INTERVIEWS & UNBIASED DECISION MAKING

Beyond chatbots, there are job interview video platforms. This innovation utilizes AI to perform candidate evaluations and predict if a candidate will be the right fit for a specific position. These platforms analyze the way candidates answer interview questions and generate scientific results based on responses. Most platforms provide the opportunity for decision-makers to speed up the interview process, allow keyword searching in interviews or evaluate candidates at their own pace for convenience depending on their schedules. For interviewees, especially introverts , a one-way interview helps relieve stress and anxiety because the interviewer's emotions and reactions could occasionally cause underperformance of candidates by disrupting their thoughts and raising their concerns. An interview is the only chance, or maybe a final chance, to impress recruiting managers and one of the most significant determinants of the decision-making process. Candidates who don't pass the interview can't get the job, even if they perform exceptionally in every other aspect. For some job applicants, this actually can be good news.

Since AI in recruitment is selecting candidates for hiring managers at the early stage, decisions it makes are entirely scientific and totally based on candidates’ work experience, performance and competence. In other words, other factors about candidates such as gender, age, race, sexual orientation, skin tone or nationality are out of consideration. It creates a more equitable hiring process, gives equal opportunity to every applicant and empowers candidates of minority groups, omitting some biases that humans may carry unconsciously.

The use of AI in the recruiting industry is still in debate. While some people encourage and advocate for AI applications to reduce heavy and repetitive workloads, some show concerns about the bias that may occur with the involvement of AI and the possibility of being replaced by AI. With evolving and advancing technology, we should see AI as a way to improve, not as a threat. AI is powerful, and we already witness and acknowledge its vast capabilities. Instead of artificial intelligence, we should think of it as augmented intelligence, making work more effective than replacing human labor.


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