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You’ve heard for years that the robots are coming; now, they are here. Artificial intelligence (AI) is quickly making its way into the mainstream business world, including the corporate recruiting sphere. No, the “robots” aren’t going to take over for corporate recruiters, but AI will change the way recruiters do their jobs. Here’s how to prepare to work with AI to become more effective and more efficient.

Recruiters Will Not Become Obsolete

First, it is important to understand how AI functions in recruiting. Computers simply cannot do the job of a human recruiter. What they can do, however, is make that job a little easier. AI is currently taking over repetitive, mundane and time-consuming tasks like sorting through hundreds of resumes in a few seconds’ time, analyzing facial expressions in video interviews, and scanning online profiles of potential candidates.

Using AI to screen resumes alone can save recruiters hundreds of hours a year. Manually screening documents is the most time-consuming part of any candidate search, and with applicant volume increasing each year, AI is becoming an invaluable resource.  Eliminating the time it takes to screen resumes frees up recruiters to spend more time on functions like building relationships with passive candidates, interviewing candidates, and closing offers.

AI Can Facilitate Stronger Diversity Initiatives

Today, tech companies are under serious scrutiny for their history of exclusion. Whether that exclusion is systematic or not is up for debate, but organizations must focus on building very diverse candidate pools and ultimately, more diverse teams.

Using AI to screen resumes, evaluate candidates’ body language and score them on a set of objective criteria levels the playing field for all applicants.  Computers cannot engage in confirmation bias or unintentional bias. They do not judge applicants based on gender, ethnicity, race, age or religion. They merely generate results based on the data that is input into the system.

While it is true that bias can still creep into the in-person interview and evaluation process, AI ensures that the candidate pool was objectively selected based on a set of standards applied equally across the board. Furthermore, data pulled from those interviews can be input into a system and applicants “scored” based on their performance to help reduce unconscious bias. It is not a perfect strategy, but AI can help companies live up to their promises to focus on diversity recruiting and hiring.

Are You Looking For Talent To Leverage AI?

If your company is adopting AI and your IT and technical staffing needs are shifting as a result, work with the tech recruiting professionals at Talon. Our team can help you find the talent you need to maximize AI in your processes.  Contact us today to learn more.

 

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