How Does Intelligent Hiring Benefit Candidates?

Erin Iafelice

The use of artificial intelligence (AI) in hiring, often called intelligent hiring, is trending. In a recent survey, 24% of senior HR professionals said their organization had deployed intelligent hiring; another 56% indicated they planned to start utilizing AI in hiring in the coming year. Intelligent hiring platforms like Modern Hire integrate AI, automation, and predictive analytics with pre-hire assessments and a range of interviewing tools to identify qualified candidates with more precision and increase hiring efficiency and quality of hire.

Intelligent hiring helps recruiting teams take hiring performance to a new level by:

  • Using predictive data to build their best workforce, a true competitive advantage. Pre-hire assessments in some intelligent hiring platforms predict candidates’ future success in the job and risk of turnover with a high level of accuracy.
  • Shortening the hiring process and time to hire, allowing recruiters to make job offers to qualified candidates faster.
  • Saving time and money by automating repetitive, routine manual tasks like interview scheduling.

Reducing bias in the hiring process, a stated goal for 93% of organizations, according to a 2020 report by Aptitude Research.

With the multitude of hiring tools and options for new workflows available to recruiters using intelligent hiring technology, there’s no way the candidate experience wouldn’t be changed. Indeed, the streamlined steps and convenience of intelligent hiring improve hiring experiences, but what value does it offer candidates beyond these? 

Intelligent hiring from the candidates’ perspective

Intelligent hiring can make the hiring process and outcomes more meaningful for candidates through:

  • Better job fit and satisfaction. Intelligent hiring platforms enable recruiters to make offers to the candidates most likely to succeed on the job.
  • Better opportunities to present themselves well. Intelligent hiring reduces the need for multiple-choice questions and provides scoring of unstructured data, such as interview responses. As a result, candidates have more opportunities to express themselves in their own words.
  • Increased hiring fairness. By identifying and mitigating bias and standardizing interview scoring, intelligent hiring raises fairness in hiring to new levels.
  • Opportunities to give feedback. With intelligent hiring platforms, recruiters can ask candidates for their feedback, which improves candidates’ satisfaction with the hiring experience. Recruiters can further enhance the candidate experience with that information.

Of course, the types of intelligent hiring technologies are wide-ranging. Not all AI-enabled hiring platforms are candidate-centric, and that candidate focus is essential for recruiting teams that aim to leverage all of the benefits of intelligent hiring.

Choosing an intelligent hiring solution partner

Recruiting teams can gain critical insight into potential intelligent hiring technology partners by asking about their policy on the ethics of AI in hiring. As is often the case with powerful new technologies, advances in the business applications of AI have outpaced the policies guiding its use in many organizations. That is changing as the frequency and spread of AI in hiring accelerates. A statement or policy on the ethical use of AI in hiring can demonstrate a technology partner’s commitment to candidate- and human-centric AI.

At Modern Hire, we continue to develop our intelligent hiring platform and products with a human-centric mindsight, creating AI that enhances hiring experiences for candidates and recruiting teams. We use the following standards to ensure that intelligent hiring with our technology puts the needs of people – candidates and our clients – first.

Modern Hire Principles for the Ethical Use of AI in Hiring

  1. AI should benefit candidates and organizations.
  2. AI should avoid and reduce bias.
  3. AI must be transparent in operation.
  4. AI must respect the privacy of candidates and organizations.
  5. AI is accountable to candidates and organizations.
  6. AI research and application must uphold scientific standards.

The transformative potential of intelligent hiring is huge, but the risks of AI used without regard for its impact on people are also significant. Recruiting teams can use questions like these to guide their position on the use of intelligent hiring:

  • What are our expectations for AI in hiring? Is intelligent hiring an assistive technology for our recruiters or replacing skills gaps on our team?
  • What are our priorities for intelligent hiring as it relates to our current candidate experience? What changes to our candidate experience do we wish to avoid?
  • Will we define our policy on the ethical application of AI in candidate selection? If so, how will we communicate it internally and to our talent pools?

Get The Buyer’s Guide to AI-Driven Hiring

If intelligent hiring is part of your recruiting team’s future, download our Buyer’s Guide. The Guide offers essential insights into the power of AI for employee selection decisions and the five key questions to ask about an AI solution before implementing it in your hiring process. Read it today to expand your knowledge of intelligent hiring and its responsible use for the good of organizations and candidates.