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Key Ways Artificial Intelligence Can Improve Recruiting In The Hiring Process

By News Creatives Authors , in Leadership , at August 27, 2021

The use of artificial intelligence has increased productivity and efficiency in the workplace in nearly every industry. As such, a number of companies have turned to AI to improve their recruiting process—a task that once required hours of sorting through resumes, calling applicants and scheduling interviews to find the perfect candidate.

Despite these advancements, not all companies are aware of the massive benefits that a more automated recruiting process can offer. Below, a panel of Forbes Coaches Council members share ways AI can improve recruiting and the overall hiring process.

1. It Streamlines The Recruiting Process

AI can make recruiting a seamless, smooth action. It can expedite the recruiters’ communications through automated interview confirmation emails, so they have time to actually build relationships with the candidates. This can help them save time and fill positions more quickly. It can also screen and rank candidates faster as well as decrease bias, though it really depends on how it has been programmed and by whom. – Sahar Andrade, MB.BCh, Sahar Consulting, LLC

2. It Can Screen For Suitable Talents

AI can especially help when HR is screening applicants for suitable talents on social media, such as on LinkedIn, for example. Since AI-based screening is algorithm-driven and easy to repeat, this means recruiters’ added value for companies and job seekers lies less in their keyword searches and more in their ability to confirm talents offline. – Michael Thiemann, Strategy-Lab™

3. It Can Remove Unconscious Bias

Artificial intelligence, if set up correctly, can remove unconscious bias caused by names, locations, university names, photos and more by removing these discriminating factors from search criteria and the reviewing process up front. This would make hiring a more equal, less time-consuming process. But the emphasis has to be placed on setting the inclusion and exclusion criteria up fairly. – Victoria Canham, Ahead Together Ltd


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4. It Pulls Better Resumes

AI can be really helpful in the recruiting process simply because it can do the heavy lifting of pulling better resumes. AI can search for candidates who don’t even know they’re looking for a new job, some of whom make the best candidates. Using AI can help focus the attention of your employees, as they won’t have to spend the time it would take to find these quality candidates. – Jon Dwoskin, The Jon Dwoskin Experience

5. It Offers A More Dynamic View Of Candidates

Artificial intelligence can scan complementary skills and achievements that are outside of the stated skill set required for a role. This can offer a dynamic view of what can be achieved within a role or function with a particular candidate. Collating assessment data into the mix will create a more robust profile to review, beyond stated CV accomplishments and desires. Profiles with more in-depth knowledge offer a better selection. – Arthi Rabikrisson, Prerna Advisory

6. It Can Ensure Candidates Meet Specific Requirements

AI can help find the absolute minimum that you need in terms of hard skills. It can parse and find proficiencies in software programs, technology skill sets and other highly specific needs in résumés, but AI has problems discerning the human, emotional intelligence issues. So, assessing those should be left up to humans and not ignored by the hiring decision makers. AI should mostly be devoted to ensuring candidates meet nonnegotiable specifics. – John M. O’Connor, Career Pro Inc.

7. With Proper Human Oversight, It Can Screen Applicants

While AI can assist in streamlining the screening of applicants, we need to be very cautious about the biases that may be built into AI algorithms. We need to remember that there are trade-offs when it comes to the efficiencies of machine learning, and we need to provide oversight and quality control regarding the types of decisions being made based on AI outputs. – Jonathan H. Westover, Utah Valley University & Human Capital Innovations, LLC

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