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Artificial Intelligence and Talent Acquisition: 7 Common Questions

Artificial intelligence and talent acquisition are becoming more synonymous with each passing day. AI is changing the way organizations engage with candidates. It’s reshaping the work of recruiters, too. About half (51%) of employers are already using artificial intelligence in recruiting, according to a new report by Modern Hire. If you’re trying to define artificial intelligence and talent acquisition in your hiring strategy, read on for answers about this technology and the hiring evolution that it’s driving.

Artificial intelligence and talent acquisition: what does it mean?

The term artificial intelligence covers many technologies united by a common characteristic: they perform a task a person would normally do. Two of the most common AI technologies being used in recruiting right now are machine learning and natural language processing. They’re often used together to power virtual recruiting assistants and chatbots that can interact with candidates to accomplish administrative tasks like scheduling an interview.

Artificial intelligence and talent acquisition: does automated recruiting rely on artificial intelligence?

Automation of recruiting tasks can be accomplished without the use of AI. However, as AI advances, it is being applied more and more often to enhance both the performance of automation and the experience for candidates, recruiters and hiring managers who are using it.

Artificial intelligence and talent acquisition: what are the top uses of AI in the recruiting process?

Recruiters are using AI most often at the front end of the hiring process to automate administrative tasks and free up their time for more strategic work.
According to the Modern Hire research:

  • 57% use AI for screening
  • 52% use AI for sourcing
  • 52% use AI for scheduling

It’s worth noting that AI is not yet widely used for recruiting tasks that involve in-depth decision making.

Artificial intelligence and talent acquisition: What are the top benefits?

TA professionals believe AI has the potential to drive forward progress on at least two critical TA objectives:

  • Elevating the candidate experience – Most (87%) of the TA leaders and recruiters surveyed say that AI improves the candidate experience, perhaps because it helps them adapt to modern candidates’ expectations for speed, simplicity and convenience in hiring. And, with AI technologies, TA teams can keep candidates more closely engaged by providing them with updates candidates on hiring status answers to questions about the company and next steps in the hiring process.
  • Reducing bias – More than half of recruiters surveyed believe AI will help reduce bias and the risk of discrimination in the hiring process. AI-enabled video interviewing platforms are just one example of technologies that help reduce bias by:
    • Creating more consistency and transparency in the candidate review and selection process
    • Facilitating blind interview reviews by removing identifiable information and the candidate’s voice from on-demand interviews until after the hiring manager has provided feedback and decided whether to advance the candidate

Artificial intelligence and talent acquisition: how do the candidates feel?

Candidates have varying levels of comfort with the use of AI in recruiting. Research by Allegis found that:

  • 58% of candidates surveyed are comfortable interacting with AI technologies to answer initial questions
  • 66% are comfortable with AI used to schedule interviews
  • 60% are comfortable with AI technologies used for skills assessments

When it comes to more advanced AI technologies, widespread acceptance is not yet there. The Modern Hire research indicated that just 6% of candidates are comfortable being evaluated using facial recognition technology. And, candidates are in agreement on this point: A large majority (82%) say they want to be made aware by the hiring organization that they are interacting with AI.

Candidates are optimistic about the role of AI in reducing bias and discrimination in hiring. Among candidates who have said they’ve experienced discrimination in hiring:

  • 56% believe AI may be less biased than human recruiters
  • 49% believe AI may improve their chances of getting hired

Artificial intelligence and talent acquisition: should recruiters worry?

Despite initial speculation that AI could take the place of recruiters, TA professionals do should not be concerned. Ninety-three percent believe AI helps them in their role, and 88% say AI technologies strengthen the recruiter’s role.

Recruiters are using AI to enhance their ability to provide the ideal candidate experience by:

  • Reducing delays and increasing the speed of the hiring experience
  • Spending more time engaging with candidates and promoting the talent brand. With AI technologies that improve efficiency and reduce their administrative workload, recruiters are able to provide more personal attention to candidates.

Artificial intelligence and talent acquisition: will AI change the skills recruiters need to succeed?

Innovative hiring technologies, including those that use AI, are helping recruiters evolve their role into that of talent advisor to their organization. As HR becomes more data-driven, talent advisors will need analytical skills to glean insights and apply them to enhance TA performance. Still, recruiters’ core competencies – being able to build relationships with candidates and sell the talent brand – will remain essential. Talent advisors with a blend of these skills will rise above the rest in creating the ideal candidate experience.

For more key takeaways about artificial intelligence and talent acquisition, download Modern Hire’s latest research report, State of Artificial Intelligence in Talent Acquisition.