How Helpful is AI for High Volume Recruiting

Is AI helpful for High Volume Recruiting? Yes, the job market is governed by one constant: change? Sometimes, this change can be planned, such as during the seasonal recruitment cycle. Sometimes it’s due to unforeseeable circumstances, like the recent health crisis and the economic downturn.

Many countries are slowly easing restrictions on lockdown, and economies are improving. As a result, businesses are likely to receive many job applications from people eager to return to work.

To effectively manage this increase in hiring talent, management teams must include AI recruitment tools in their workflows as frequently as possible.

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Here Are Some Mind-Blowing Stats

We have gathered some jaw-dropping stats.

Within the UK alone, about 730,000 individuals were laid off due to restrictions on lockdowns. Now, however, they’re ready to re-enter the labor market–overwhelmingly so.

At the beginning of this month, CV-Library released data about the most sought-after jobs, with over 1,000 applications per day on its website in July. The three positions that drew the highest number of applications were the Paralegal trainee (4,228), HR Assistant (3,333) as well as trainee accountant (3,272).

The numbers are intimidating to recruiters in normal circumstances, but given the current events, this increase in hiring is accompanied by an additional level of urgency. Employers and job-seekers alike are determined to revive the economy and avoid the most devastating scenarios of the worst from occurring.

The capability to accomplish this largely depends on how businesses respond to open demand for services.

Let’s Improve Hiring Speed And Reap Advantages.

Improve the speed of hiring but not lose the quality of new hires; recruiters are smart to automate the majority of their work as they can. Every second saved is valuable in connecting individuals to jobs on a larger scale. It is especially true when time is at a premium.

Below are examples of recruitment tasks that are usually automated with AI or machine learning. They can accomplish routine tasks or enhance human-centric abilities.

• Screening Candidates for Job Openings: Looking at their profiles and determining if they are suitable for a position.
• Profile Enrichment: Automatically sourcing additional information about a potential candidate using publicly available information on the internet.
• Candidates Sourcing: Finding qualified candidates from external and internal talent pools to fill current positions.
• Personalized Assessments/Training: Tailored solutions that adapt to candidates’ skills and abilities.
• Matching Candidates: identifying and evaluating the best candidates who are either passive or active for an open job by evaluating their abilities, experiences, or other defined criteria.
• Chatbots are conversational UI used by candidates or prospective clients to screen candidates’ questions and answers, schedule, and more.
• Automated Job Advertisements Using Programmatic Technology: Allocation of jobs and optimization of budgets based on historical data and actual-time performance of the campaign.
• Self-Scheduling of Interviews: Automating scheduling enhances hiring speed with instant, real-time updates and confirmations and enhances the candidate experience by allowing flexibility in scheduling.

Don’t Wait! Automate!

We at TheIndiaJobs highly believe in automation, which has made our recruiters’ lives easier.

Many people believe that AI brings images from Hal in 2001: A Space Odyssey to mind. It’s a fabulous idea in theory but a dismal nightmare in reality. However, despite our fears of the apocalypse, AI is strangely marketed as the new recruiter’s best friend.

I have to beg whether it could have already been widely accepted if they’d called the technology Augmented Intelligence and not Artificial Intelligence.

Unfortunately, many companies that offer recruitment software are known to boost the benefits of their “machine learning algorithms” and “cutting-edge AI”- – something we mortals never comprehend – but it’s working. Ninety-six percent of senior HR experts believe that AI is a powerful tool for enhancing the acquisition of talent and retaining it.

What does it mean? What will the implications of using AI in recruiting have for your company? In this blog, we will look at the deconstruction of the concept of “Artificial Intelligence” and the advantages (and potential drawbacks) of AI recruitment and beyond.

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How AI Technology Helps With High-volume Hiring

You can get the most desirable candidates to the forefront of your list through artificial intelligence-based talent recruitment.

By removing the need to sift through resumes to understand potential people, AI mimics the time-consuming recruiting process of reviewing applicants’ profiles. It brings those who are the best at advancing to first place on your list.

Artificial Intelligence-based Talent Acquisition Technology can also help you:

• You can quickly select the best candidates with multiple stars and deliver them straight to your hiring supervisor via a single click.
• Save only the candidates that are most likely to be viable.
• Reduce time and energy consumption with bulk actions allowing you to cycle through profiles easily.
• During the interview process, you can move candidates upwards or downwards.

What Type Of AI Is Used To Recruit?

In the beginning, it’s essential to understand that AI is a broad term that encompasses a variety of types that are a part of machine learning. Technopedia defines AI as “the creation of intelligent machines that work and react like humans.”

In essence, AI is machine learning that imitates human Intelligence, like decision-making, visual and speech recognition, and translation.

How does it function? In simple terms, AI comprises sophisticated algorithms that analyze huge amounts of data to identify patterns and determine the best option based on predictions. Furthermore, they don’t require constant adjustments by humans; they can improve their performance in response to changing data!

The vast amount of candidate information gathered during the recruitment process can be a great source for AI, particularly if you have frequently changing employees or many applicants for the job. In the case of applicants, for example, most tracking systems monitor applicants throughout the process of recruiting.

They then attempt to match their abilities to the job for applying. However, this is just the beginning. Check out the ways to incorporate AI aspects in your recruiting process.

How to Utilize AI to Recruit

Candidate source

AI can help save lots of effort by automatically scanning the internet for profiles of social media sites or publications as well as other results from search engines that could provide insights into the kinds of applicants who are appropriate for and open to new opportunities.

Using AI on walled platforms such as job boards or social media sites is acceptable. However, many third-party applications claim to perform this function without involving platforms and using “publicly available data.”

There are doubts about the morality and legality of using these tools, with many users arguing that they violate the rights of individuals to their data.

Interviews With Scheduling

The process of scheduling interviews is an easy but tedious task that many people would prefer to delegate to AI. You can buy smart tools such as Calendly, Doodle, or X.ai outside of your ATS; however, your ATS likely includes an interview scheduling tool already integrated into it.

Candidate Screening

Research suggests that 75 percent of CVs are not properly qualified. The process of sorting through them can be time-consuming. A system that allows you to select only those who are most suitable candidates; will allow you to assess them more carefully, possessing the required capabilities and qualifications.

You can utilize AI in a variety of ways. It could use data from unrequested information, such as profiles on social media or facial movements in video calls to determine if you are suitable. We recommend against these options unless you’re looking at the possibility of a lawsuit coming to your door.

Based on pre-approved information relevant to the job, such as resumes and assessments of potential hires, can help determine the suitability of a job.

Candidate Re-Discovery

Did you screen candidates in the past but didn’t select any who were suitable? Rediscovering candidates is especially useful when hiring on a company scale or employing seasonal employees.

An AI system can analyze your talent pool for you and suggest candidates you might be able to hire for the job. AI-powered Talent CRMs, also known as ATSs, can send periodic updates. They also inform you about candidate behavior on social media platforms like LinkedIn.

Find The Best Candidates

Diversity In Hiring

Unconscious bias is a fact of hiring, but you can lessen it by using objective and fair assessed pre-hire assessments instead of manually reviewing CVs. The purpose of AI does not play a significant role in reducing bias. It is the case that some AI tools can create biases when they’re built on previously existing “biased” hiring data.

Assessment tools like ThriveMap can aid in calculating candidates’ scores based on the specific attributes relevant to the job for applying. Black-box AI solutions don’t offer this transparency, which could result in candidates taking legal actions against you.

The Replication Of “Human” Contact

One of the benefits of AI in recruitment is that it reacts in real-time to the language. Certain companies have utilized this advancement in technology to create “chatbots,”; the little chat bubbles appearing on various career sites soliciting applicants to assist.

Chatbot companies say that job applicants will be more willing to apply if they receive some guidance from a chatbot through the procedure. However, there have been protests against chatbots being used to diminish the human element of the hiring process.

Interview Analysis

Recent advancements in AI technology have allowed the ability to analyze facial expressions, spoken language, and candidates’ body language. It is superbly relevant in light of the growing dependence on online interviews and the shift towards remote recruitment.

It’s a relatively new technology that isn’t widely used for hiring due to valid concerns regarding different cultures and the context that’s not being considered by algorithmic processes. However, it’s certainly one worth keeping in mind.

The Limitations Of AI’s Limitations

It Needs a Lot Of Information.

An algorithm uses this data to determine whether a candidate is suitable. Before implementing AI in your hiring process, consider the variety of your jobs and the number of candidates. Candidates’ selection algorithms will offer more success when hiring many applicants for the same job.

It’s Not 100% Objective.

Though AI could help remove the hidden biases of humans in recruitment. Because machine learning algorithms identify patterns that exist from the analysis of biometrics from current employees, the AI could likely mimic existing biases.

AI discovers patterns and not causes. It’s bright that you’ll require human Intelligence to ensure that the hiring process is equitable and fair.

It’s Possible To Make Mistakes.

One of the major benefits of AI is that it eliminates human errors… virtually. There is always the chance of mistakes in the data AI uses to identify patterns, then improve and learn. Even after the AI has discovered the error, it is very difficult to fix the mistake.

Candidate Skepticism

Since AI’s introduction into businesses, there have been concerns that robots could be able to take over our jobs. Imagine self-checkouts or driverless trains. The advent of technology created more jobs and reduced the loss of ones.

The anxiety about AI certainly slows the pace of its use. The same is true for applicants who might be curious about why they don’t get an invitation to an interview. Also, white-box screening software like ThriveMap can aid in this by providing businesses with clear selection processes that others won’t.

Is It Really “Artificial Intelligence”?

The sci-fi, futuristic implications of artificial Intelligence suggest that it’s been buzzwords in recruiting. But in reality, few of the technologies and software employed are Artificial Intelligence.

Matt Alder from the popular podcast Recruiting Future claims that “we don’t have any genuine AI in recruiting.” However, this doesn’t mean that software matching candidates to jobs aren’t valuable. It’s just not necessarily AI.

Beware of recruiters and software companies who market their services based on cutting-edge AI. Likely, their marketing department is way ahead of the research.

In Conclusion.

It’s not difficult to overlook the importance of AI in attracting. Looking at the most suitable tools for your business before incorporating AI to improve your processes is important.

Suppose you’re a recruiter with many volumes trying to speed up hiring. Automating your hiring process is certainly a solution for you. Instead of getting too deep into the best solution to implement, consider the issue.

AI isn’t a magic solution to all of your issues. The bottom line is that recruiting is about people. (at most for the time being) It isn’t possible to depend on technology to handle everything for us.

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