Artificial intelligence (A.I.) is nothing new. For decades, we’ve been obsessed with finding out just how far this technology will go. There’s also been a lot of debate over what A.I. really means. In the context of recruiting, let’s consider this definition: A.I. is “the science and engineering of making intelligent machines.” But is it really that simple? Most think not. In theory, intelligent machines are designed to make life easier, which explains the natural connection to recruiting. But thanks to the rapid proliferation of AI, there’s the constant worry that machines will take over and make human recruiters obsolete. Not so, my friends. A.I. within recruiting has picked up steam these last few years, in the form of new software and applications that aim to revolutionize the talent acquisition process. There’s no doubt that A.I. is going to be huge for recruiting. Let’s look at how companies are already using A.I.-based solutions to simplify recruiting tasks and hire top talent faster.
Communication & Conversation
If you need better engagement to advance your candidates, send in the bots. Perhaps the most recognized of A.I. technologies, chatbots have changed the way recruiters interact (or don’t) with potential candidates. Fortune 500 companies, including CVS Health and Sodexo, are using solutions such as Olivia (Paradox) and TextRecruit to do the talking, texting, engaging and determining whether or not potential candidates are a fit for open reqs. By handling those early conversations, these solutions streamline and standardize communications to ensure a solid foundation before moving forward.
Scheduling
We all know that scheduling is a time-suck that takes hours away from other important tasks. Companies such as Airbnb and Patreon rely on GoodTime to manage interview scheduling. They’re even working on a way to improve the meeting reminders we all ignore. The age-old task of calendaring events gets a major update, integrated right into your ATS, saving you time spent flipping between tabs.
Interviewing & Salary Negotiation
When it comes time to learn more about a given candidate, pymetrics combines gamification with neuroscience principles and intelligent algorithms to better understand candidate behaviors and predict fit. Video interviewing platform HireVue uses A.I. to read reactions and identify the best candidates based on speech, body language and facial expressions. Results have the potential to be less biased than those of traditional methods, with a faster, more direct path to a highly qualified talent pool. As for salary negotiation, the Dice Salary Calculator uses machine learning to estimate salaries based on more than 600,000 data points. Tying together a unique combination of skills, titles and locations, recruiters can use the tool to see what tech candidates are worth and set pay scales with precision.
What’s Next?
As many companies are learning, when it comes to A.I., the pros outweigh the cons in time savings alone. For example, take the amount of time spent building complex Boolean search strings to source candidates. Dice is currently working on a smarter, faster way to source based on deep machine learning. Stay tuned – more on that will be announced in the next few months. As A.I. technology continues to advance, excitement continues to escalate. And unlike the vaporwave buzzword technologies we’ve seen before, true A.I. offers legitimate business benefits. Time to see what the machines can do for you. Ryan Leary helps create the processes, ideas and innovation that drives RecruitingDaily. He’s RecruitingDaily’s in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industry’s top HR Tech and Recruitment brands. He is a veteran of the online community and a partner at RecruitingDaily.
