According to Modern Hire research, more than half of large enterprise organizations now use AI in the early stages of hiring to enhance their screening, sourcing and scheduling. Read our full report on artificial intelligence in hiring and how it is improving recruitment.
Here’s how AI is improving recruitment this year:
#1. Shaving administrative time in order to speed up hiring.
Handling administrative recruiting tasks manually is quickly becoming a thing of the past. Imagine your new time-to-fill if your recruiters could complete interview scheduling in just minutes with all reqs, even in high-volume hiring. TA teams are using AI-enabled virtual recruiting assistants that check hiring manager availability and chat with candidates using natural language to get a convenient interview scheduled in a fraction of the time. These bots also handle cancellations, rescheduling and reminders with courtesy.
Automated candidate advancement is another area where AI-enabled assistants are increasing the speed of hiring. With auto advancement, chatbots can invite candidates into the next step in hiring based on a predetermined qualification. That qualification could be as simple as completion of an on-demand interview, or the assistant can score responses to an on-demand text interview and advance candidates who meet a certain threshold. The near-immediate nature of auto advancement means your qualified candidates move forward quickly and spend less time waiting.
#2. Elevating candidates’ digital hiring experience.
The candidate experience is the bottom line in today’s talent market. AI in recruitment is contributing to an improved hiring experience by reducing or eliminating wait times in your process and making it much easier and more convenient for candidates to explore a new position with your organization, no matter their level of interest.
#3. Enabling smarter hiring decisions.
Virtual job tryouts enabled by AI are providing stronger evaluation of candidate fit to hiring teams, and make it feasible to push large numbers of candidates through assessments with speed and efficiency. At the same time, virtual job tryouts give candidates a much clearer view of what it’s like to work in the job and the organization. Armed with this data, hiring teams and candidates are better positioned to make informed decisions.
#4. Increasing connectivity with candidates.
Whether it takes the form of an automated text reminder about an upcoming interview or a chatbot that’s available 24/7 to answer candidates’ questions, AI is being used to facilitate better connectivity with candidates. With the ability to improve the quality and frequency of communication, TA teams can create and sustain deeper candidate engagement. The hiring experience improves since candidates are more likely to feel informed and respected with frequent contacts from a prospective employer.
#5. More one-on-one time with recruiters.
By saving recruiters time they’d normally spend on administrative tasks, and by enabling improved assessment, AI allows recruiters to spend more of their time talking with the most qualified candidates. When candidates have multiple job offers, often it’s the personal connection nurtured by recruiters that influence top talent to accept the offer. With AI, recruiters can work more strategically for a greater portion of each day.
AI Shines the Spotlight on Candidates
TA teams that have deployed AI for recruiting in some or all of these ways have made their transition to a highly candidate-centric hiring process. They’re using the power of AI for improving recruitment, enhancing their focus on the candidate, and creating intelligent interactions that please candidates with a high-tech, high-touch hiring experience.
Keen to learn more? Get the specifics on ways TA teams are accelerating quality hires through intelligent interactions in our latest e-book on AI.