Artificial Intelligence (AI) is taking over – for a good reason. In Australia, the field of AI grew by 270% in a 4-year span, and the country’s economy will need more than 160,000 new AI specialists by 2030. People and companies use AI to learn and automate several tasks that people would otherwise have had to occupy.
AI is important in several fields but is particularly making a significant impact in recruitment. Human Resources (HR) teams use AI to find the best and brightest talents with fewer resources and less time. If a company is to find the best candidates, it’s important to strike a balance between automation and personalisation. Here’s what you should know about getting the most from your AI recruitment.
The Role of AI in Recruitment
How does AI recruitment work? Recruiting involves several repetitive tasks that take up a lot of time and resources. A smart recruiter will automate these tasks to improve the process, find better candidates, and save time and effort.
This is crucial for talent acquisition in today’s landscape since people are applying worldwide for both in-person and remote jobs. There are a variety of ways that companies today are using smart recruitment, including:
- Scanning characteristics to find candidate matches
- Incorporating chatbots to speak to candidates and set up interviews and other tasks that move the process along
- Screening resumes and cover letters
- Automating several different in-house administrative tasks
- Ranking candidates based on criteria that you lay out
- Scheduling and changing appointments and interviews
- Seeking the best candidates
Using any number of these AI recruitment tools will not only help you find top talent but will also save you time, cut costs, and eliminate bias from the process. This makes for a more effective recruitment process across the board.
Balancing Automation and Personalisation in Recruitment
Will recruitment be automated in the future? The generational numbers tell the story. Millennials make up the bulk of the workforce today. In a survey, 63% of millennials said AI could make the recruitment process fairer.
So, while this technology is here to stay, it’s vital that you learn to balance automation and personalisation in the recruitment process. While AI helps you find leads, automates tasks, and ranks candidates, there are always qualitative characteristics that you’ll need to look for in recruitment. For instance, in technology recruitment, you can’t just look at a candidate’s certifications – you also need to measure their ability to communicate, personality, and leadership characteristics.
Using AI in human resource management should be a tool to help you stay organised, but always make sure that you personalise the recruitment process to learn more about your candidates. The primary way that companies are striking this balance is by knowing which tasks are best automated and which ones aren’t ready for automation.
You might use automation to scan resumes, but you’d never want to completely conduct an AI-led interview. Or, you could conduct a chatbot-based interview for the first round but schedule in-person or face-to-face interviews for those who make it to the next round.
Human interactions are also crucial to the candidate during the process. Many candidates will turn a position down if they don’t experience a friendly face or two during the process because it feels robotic and lacks a human touch.
Adding human interaction to AI in talent acquisition helps increase candidate engagement, boost your company’s brand, and effectively communicate with your candidates. AI is a helpful tool but should never fully lead the dance.
Best Practices for Balancing Automation and Personalisation in Recruitment
Technology and recruitment go hand in hand, but there are some practices you need to follow to strike. First, use AI for many of the basic and upfront tasks. For instance, if you get thousands of applicants, you don’t want to have your staff read every single one of them.
AI can screen resumes and applications and bring you a smaller stack that HR professionals can read through. From there, you can eliminate more and bring the remaining candidates in for interviews. The same applies to chatbots. You can have the chatbots ask candidates some basic questions upfront but lead the more complex and open-ended questions to a recruiter.
When you’re using AI and human resource professionals, always take the time to fine-tune the process. It will involve some trial and error, and you will eventually find what works best for your company. You should use ongoing monitoring to adjust your recruitment process to your liking so that balance is achieved.
Audit your process every month to every quarter until you feel comfortable. Then, formalise these processes into policy, so your team knows how to conduct every recruitment process without missing a beat. You should also evolve your strategy as AI technology grows and the career field changes.
Figure out what mixture of remote interviewing and communication works and how much in-person face-to-face interaction you prefer. Every company has different needs, so this will be an ongoing process.
Using AI Recruitment to Your Advantage
AI recruitment can help your company find the right match at the right time. However, using AI for HR tasks alone isn’t enough to find the right candidate. You must keep the human element as a core part of the process. It requires a delicate balancing act that will revolutionise your recruiting process.
smartAI has the tools that you need to get started. Take the time to learn more about our AI solutions, and schedule an appointment to book a demo today.
