AI hiring software’s many powers

Who can blame the many companies that are worried about artificial intelligence in the hiring process?

There are numerous court cases making their way through the legal system regarding AI hiring software. The biggest issue for many companies is the fear that AI is creating bias.

But using AI in hiring is not an all-or-nothing decision. There are plenty of parts of the hiring process where artificial Intelligence can save time, save money, free up recruiters’ time, improve accuracy, and bolster the candidate experience.

Read on to learn about just a few of the ways that AI hiring software can deliver a big impact in hiring.

AI can provide a companion during the hiring process

A companion is an AI-powered hiring assistant that helps you move faster, stay organized, and hire with confidence.

For example, it helps you review candidates, make decisions, and move the recruitment process forward from your phone or desktop intuitively. With automated administrative support, you spend less time at a screen and more time with your team.

A companion handles interview scheduling automatically, using AI to match availability and reschedule if needed, saving time and keeping things moving with little to no manual coordination. A great example of “matching availability” is a recruiter who prefers to have 15-minute breaks between interviews or who only wants to have a certain number of interviews per day. This is the kind of thing that AI scheduling technology can learn on its own.

The AI hiring software can also keep a hiring team in sync with smart notifications and reminders. 

AI can screen candidates at scale

AI screening helps teams identify qualified candidates quickly so they spend less time on screening resumes and more time connecting with top talent. An AI-powered agent ensures consistent screening criteria for fair processes.

Among the benefits for hiring teams:

Time savings from manual screening. Recruiters save time previously spent manually screening candidates. AI-powered screening instantly ranks candidates based on job-relevant responses so recruiters and managers move quickly to a shortlist. This is especially valuable right now, as companies are deluged with so many resumes coming in for each open job.

Suggested screening questions … if desired. Hiring teams can receive suggestions from the AI as to what screening questions to ask based on the job. Recruiters can also turn off this feature if they wish to create all of their screening questions manually.

Better interviews. Interviews become more valuable as the AI collects key details, like licenses, shift availability, and certifications before the interview starts.

AI can have conversations

If you have ever interacted with a chatbot and been left frustrated, it’s understandable. But there are leading technologies now that use something called conversational AI chat.

Conversational AI chat is able to use and understand natural language. Whereas chatbots were better for very simple yes-no, or pick-from-a list-of- choices types of questions, AI chatbots can understand natural language a lot better.

These chats can feel like talking to a real recruiter. Depending on the technology being used, AI can personalize job matches for candidates. It can provide updates to candidates on the status of their job applications. It can contact candidates to remind them of an interview.

Nowadays, this kind of AI is available without a complex implementation. The AI doesn’t require a huge library of questions for setup (something You may have had to do a few years ago!). Setup/implementation can be as easy as dropping a link on a careers page, and the conversational AI chat is ready to handle scheduling, screening, and other conversations.

AI can improve the matching of candidates to jobs

You have probably heard stories of AI matching gone awry. Companies have tried to use artificial intelligence to help make hiring decisions and have ended up scratching their heads wondering why exactly the AI suggested the matches that it did.

There are now advanced matching technologies that can score every job candidate and provide easy-to-understand explanations so you know exactly why they’re a fit (or not). 

In addition to that transparency, the matching technology can find details that might not be on a resume, like transferable skills, inferred experience, and career potential. It matches a candidate’s fit to the job with context, not just keywords. This can help prioritize fairness and promote diversity.

As an example, the matching technology might see that a person in the finance department is very strong with attention to detail and could be a great employee in another department — such as involving user-experience testing — where attention to detail is required. The matching technology could find potential employees who did not go to a prestigious college, haven’t worked for a well-known, brand-name employer, or maybe didn’t graduate from college at all. But these job candidates may have all of the skills and potential to fill a job open and could have been overlooked without this artificial intelligence.

AI maturity means adopting the right AI

The examples of AI above, such as matching, screening, and conversational AI chatbots, are just some of the powerful uses of AI in the hiring process. This kind of technology can save time, promote fairness, and make more accurate, quality hires.
AI-mature talent-acquisition departments know that a hiring process built from the ground up with AI can help recruiters every step of the way as they are bringing on a new employee. Let us know which of the many parts of an AI-driven hiring process we can tell you more about.