Keeping Your Recruitment Process Personal In An Increasingly Digital Age

Recruiting talent for a large company can be a challenge. Many factors impact the process, like a large pool of qualified candidates, high demand and constant economic variations. As a result, recruiters may find themselves wading through thousands of resumes just to fill a single position. 

With more people competing for fewer jobs, recruiters are now seeking a more prolific approach to working smarter, streamlining their workflow and making their jobs more manageable. This is where Artificial Intelligence comes in. Artificial Intelligence or AI is a smart human-designed approach to ease out the mundane as well as critical tasks and is revolutionising the way companies recruit talent. 

The opportunity to get help finding ideal candidates quicker is exciting, but not approaching this in the right way can make your process seem impersonal, less humanised and dissuade potential talent from joining; personal touches need to be included every step of the way. 

The idea is not to replace the recruiter’s role but to use AI to streamline and simplify your hiring process to spend more time on the crucial aspects of hiring, like connecting with candidates. This strategy creates a strong workforce and makes your company more desirable in the eyes of potential talent. And, if done right, Artificial Intelligence for recruiting saves a lot of time and energy in finding the right resource for your company.

Let’s look at some pointers to keep in mind while using AI to ease the recruitment process.

Be Transparent

Using digital tools to streamline your recruitment typically means a heightened level of scrutiny. Because of this, companies must put in systems of transparency and fairness. For instance, during a video interview, employers can be upfront about the role of AI in the evaluation process. They can also be sent reading material in advance, explaining how AI will be used to help grade their responses.

This way, recruiters take out the ambiguity involved in why a particular candidate was selected or rejected and create a culture of transparency. Some employers have concerns that revealing the inner workings of their algorithms may give candidates an advantage in preparing for questions in advance. But since a level playing field is set by sharing the information with all potential candidates, there is no real possibility of cheating. Some employers even take things a step further by offering candidates detailed follow-up reports about their fared assessments and critical areas for improvement. 

Reduce Chances Of Potential Biases

Employers now have more access than ever to the private lives of potential candidates. This raises questions about privacy and the repercussions of looking into the personal matters of others. 

One way to mitigate this is by using technology to promote balanced decision-making when recruiting candidates. Algorithms must be programmed so that minority candidates are recommended alongside others to ensure equal consideration. One of the primary goals of using AI-based hiring assessments must be to reduce the chances of human recruiters making biased decisions.

AI-driven recruitment software segments talent into various dimensions based on the competencies of the candidates, prior experience, how they stand against other existing employees, and how often candidates with similar skills have been selected for an interview. Candidate sourcing is powered by predictive analytics that eliminates bias, and the number of sourced candidates is extensive and of a higher quality.

All human beings have unconscious biases within them, and recruiters are no exception. Despite hours of training, these are difficult to let go of completely. Tech tools can help recruiters be more aware of their biases and provide them with prompts and suggestions. These will nudge them in the right direction when making a hiring decision. 

Use AI To Improve Candidate Experience 

When used well, AI can be harnessed to improve the experiences of candidates applying for a certain position. For instance, many companies are now using chatbots to answer candidate questions. This means they can have their queries addressed at any time of the day and even on weekends. 

AI can be used to guide candidates efficiently through the recruitment process. It also takes the load off recruiters and frees up their time to focus on other essential tasks. 

Final Thoughts

There’s no question that AI and other digital technologies have brought about significant changes in the recruitment industry. The number of valuable applications driven by AI is only likely to go up. Organisations not using these new recruitment practices run the risk of missing out on the many advantages they have to offer. 

However, while recruiting and talent acquisition functions have evolved way past personal networks and job boards, AI is not the sole solution to increased proficiency.  Using new technology to streamline processes does not mean replacing the roles of recruiters and the human aspect of this specialist area. Instead, it allows them to be more productive with their time, more aware of their biases and focussed on essential tasks. A big part of recruitment is listening to candidates and adding a personal touch to the hiring process. 

Being human is at the heart of everything we do at Recruitment Studio, it’s woven into our DNA.  But, we believe leveraging the power of technology with a team of human focussed recruiters is powerful and will prove to be a winning strategy to win the battle for the top talent now and in the future.

So, use the right programs and tools to find a methodology that works for your business and purpose. A seamless, automated recruitment process will improve the quality of your hires and your candidates’ experiences in the long run. 

Digital Footprint, Recruitment, Recruitment Strategy

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