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How to Use AI and Technology to Improve Your Recruiting Success

The world of recruiting is changing rapidly. In the past, recruiters relied on manual processes to find and screen candidates. But today, artificial intelligence (AI) and technology are transforming the recruiting landscape. This is a hot topic right now and it elicits fear and excitement from recruiters. Healthy skepticism is good but embracing the benefits of technology should excite both you and me.

How AI and technology can help recruiters

  • Automate time-consuming tasks. AI can automate tasks such as resume screening, candidate sourcing, and interview scheduling. This frees up recruiters’ time so they can focus on more strategic activities, such as building relationships with candidates and hiring managers.
  • Improve candidate sourcing. AI can use data to match candidates to jobs more accurately. This can help recruiters find the best possible candidates for their open positions.
  • Personalize the candidate experience. This can include sending targeted messages to candidates, providing them with relevant content, and tracking their progress through the application process.
  • Predict candidate success. AI can be used to predict which candidates are most likely to be successful in each role. This can help recruiters make better hiring decisions.

Using these tools to improve your recruiting success

  1. Start by assessing your current recruiting process. What are the areas where you could use automation? Where could you improve candidate matching? How could you personalize the candidate experience? Once you have a good understanding of your current process, you can start to identify the areas where AI and technology can help.
  2. Do your research. There are several AI and technology solutions available on the market. It’s important to do your research and choose the solutions that are right for your needs.
  3. Start small. You don’t have to implement AI and technology across your entire recruiting process all at once. Start by implementing it in one area, such as resume screening or candidate sourcing. Once you’ve seen the benefits, you can then start to implement them in other areas.
  4. Measure your results. This will help you track your progress and see how the tools are impacting your recruiting success.

Specific examples of AI and technology being used today

  • Chatbots: Chatbots are being used to automate the candidate screening process. They can answer candidates’ questions, provide information about open positions, and schedule interviews.
  • Video interviewing: Video interviewing is becoming increasingly popular as a way to assess candidates. It allows recruiters to see and hear candidates in real-time, which can help them get a better sense of their fit for the role.
  • AI-powered resume screening: AI-powered resume screening tools can help recruiters quickly and accurately screen resumes. These tools can identify keywords and phrases that are relevant to the open position, and they can also assess the quality of candidates’ resumes.
  • AI-powered candidate matching: AI-powered candidate matching tools can help recruiters match candidates to open positions based on their skills, experience, and interests.

As technology continues to evolve, we can expect to see even more innovative tools and ways to improve the recruiting process.

What AI and Technology CAN’T do

While AI has advanced significantly, there are still crucial aspects where human judgment and capabilities shine. One area where AI falls short is understanding the nuances of human emotions and nonverbal cues during interviews. An experienced recruiter can pick up on subtle cues such as body language, facial expressions, and tone of voice, which can provide valuable insights into a candidate’s personality, passion, and cultural fit within an organization. In addition, humans possess empathy and intuition, allowing us to connect on a deeper level with candidates and seek to understand their motivations, aspirations, and potential challenges.

Humans have a curiosity that invites us to dig deeper and learn more. We may have a feeling that there may be more to someone’s story than what is on the resume or on the application. We make complex decisions involving sensitive matters like diversity, equity, and inclusion based on our ethics and judgment. You need to be a human to provide this type of evaluation. Only you understand the broader context of the organization and market. While AI can assist in streamlining the hiring process and analyzing vast amounts of data, the human touch remains irreplaceable in recognizing the unique qualities that make each candidate special and matching them to the right opportunities.

In the end, technology should be assessed and vetted to see what role it should play in your hiring process. Is it in alignment with your culture and values? Are you relying too heavily on automation at the expense of human interaction? Relationship building is at the heart of recruiting and humans can see things in a resume that a technology platform or tool can’t. While it is good to not let computers take over everything all at once, technology will certainly help you be more efficient, provide a better candidate experience, and have more hiring success.

Peggy Hogan
Peggy Hogan
Peggy is Purple Ink’s Vice President of Client Services. She is passionate about helping organizations be more effective at sourcing and retaining top talent and loves the powerful effect connecting people to the right opportunity can have on their lives.

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