Artificial Intelligence and its Impact on The Future of Recruitment

Artificial Intelligence and its Impact on The Future of Recruitment-01

Whether companies and recruiters like it or not, job seekers are the ones in the driver’s seat today, when it comes to the hiring process. As the effects of the Great Resignation continue to be felt across numerous industries, it’s essential for recruiters to start implementing robust and effective recruitment strategies.

Businesses are thriving, working at their most efficient levels in the post-pandemic era, and the recruitment and hiring industry is churning at its most efficient level.

Artificial intelligence has made its way into the mainstream of every industry and has proven to be a beneficial tool for recruiters across the board. AI-powered recruiting tools have already changed the way companies function and help in the hiring process from start to finish, from screening resumes to onboarding applicants, and by allowing recruiters and job seekers to communicate directly.

Here are top three ways in which AI-powered recruiting has boosted talent acquisition.

Access to a Large Talent Pool

Talent managers and recruiters don’t always have a large pool of candidates to choose from. Recruiters often have an exceptionally tiny pool of prospects to present due to a limited number of job sites with limited visibility into candidate profiles and limited search functionality. AI recruiting tools can substantially widen the pool of talent available to enterprises by allowing them to access a bigger range of sources for talent. 

With AI recruiting systems now having access to up to a billion potential prospects, hiring teams are more likely to succeed with such platforms at their disposal.

In the hiring process, AI has the ability to reduce unconscious prejudice. Such systems automatically match candidates based on skill relevancy, minimizing the need to focus on candidate characteristics like gender, age and race. As a result, unconscious and conscious bias have less of an impact on the hiring process.

Faster Results with Automation

AI recruiting solutions will enable businesses to automate the time-consuming, tedious and repetitive processes that frequently consume the time of hiring teams. With companies wanting to scale and grow quickly, it will become increasingly vital for talent acquisition teams to reduce the time it takes to match individuals with the right profile

Also Read: Recognizing and Eliminating Bias in Artificial Intelligence

Companies and hiring managers can begin to automate more of the transactional portions of the hiring process with AI tools in their arsenal. The time of recruiters is saved with automated recruiting tools that reduce the need for manual processes like bulk scheduling and mass email outreach. This frees them up to concentrate on the people side of their jobs, such as evaluating ambitions, interests, organizational fit and so on.

AI also allows recruiters to focus on more innovative hiring techniques, which can provide faster results, by automating procedural components of recruitment.

An Important Face for the Employer Brand

Hiring teams are better able to put their and the organization’s best foot forward when they have a streamlined hiring process in place and with recruiters who have more time to focus on the people side of hiring. A candidate’s initial in-depth exposure to an employer’s brand is usually through contact with a recruiter. Candidates gain vital insight into the organization and culture through every interaction with recruiters and hiring teams, whether in person or virtually.

Unqualified candidates will be less likely to be pulled further down the hiring process with AI tools that match prospects based on skills and interests relevant to a job, and companies will set themselves up for more successful interactions with qualified talent.

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Prangya Pandab is an Associate Editor with OnDot Media. She is a seasoned journalist with almost seven years of experience in the business news sector. Before joining ODM, she was a journalist with CNBC-TV18 for four years. She also had a brief stint with an infrastructure finance company working for their communications and branding vertical.