The pace at which AI has enhanced recruiting is amazing. In just the past two years, AI has taken over so many of the tasks recruiters usually perform that we need to redefine what the word recruiter means.
We have only scratched the surface of how technology and AU will change recruiting and HR. If somebody had asked Alexander Graham Bell, “What can you do with the telephone?” he wouldn’t have been able to tell him how it would change the world.
We cannot even imagine where AI will take recruiting, but I am sure it will be very, very different from today.
Our entire skill set and approach will change. Next week, I will venture into the future and take a look at three possible roles for recruiters (or whatever we will be called).
Automation and AI have touched every area of recruiting. Today, I offer a brief survey of the tools and capabilities that are already commercially available. All of these are amazing, and despite legal and ethical challenges, they will continue to expand their reach and capabilities.
Branding/Marketing
This is an area with significant augmentation. A sophisticated and targeted branding and marketing strategy is now possible. Here are just some of the capabilities of available tools.
There are platforms that allow employers to create and manage content and showcase their brand with employee stories and insights.
AI-powered sentiment analysis tools can monitor and analyze the online reputation of the firm,
Automated content creation tools can create job descriptions and employer branding content.
Tools analyze job descriptions and predict how the language will impact diversity.
Programmatic job advertising tools optimize ad placement.
AI-powered writing assistants check for grammar, tone, and clarity.
Social media scheduling tools use algorithms to determine optimal posting times and analyze audience engagement.
Sourcing
Already highly automated. It is possible to find almost anyone, and research shows that candidates often respond better to automated messages than to those sent by recruiters.
AI can help identify and contact candidates who meet specific criteria, and they can also scour the web to find resumes and evaluate potential candidates.
AI matches candidates' skills with job requirements more accurately than keyword-based searches.
AI helps manage and maintain talent pools by tracking candidate interactions, qualifications, and availability. It allows recruiters to engage with pre-identified candidates whenever suitable roles open up.
There are tools that use deep learning to discover hidden talent pools and predict a candidate's likelihood of success in a specific role.
AI-driven sourcing platforms find and engage passive candidates.
AI helps reduce biases in sourcing by ensuring job descriptions are neutral and identifying diverse candidates that might otherwise be overlooked.
AI’s ability to analyze data across geographies allows recruiters to identify talent beyond their immediate region, expanding the potential talent pool.
Screening/Assessment
Many tools are available for screening candidates and augmenting or replacing the interview entirely. Because of legal and ethical issues, we have just begun to tap into what can be done in this area.
AI-driven video interviewing and assessments can screen candidates using big data and predictive analytics.
AI systems can predict a candidate's likelihood of success based on their career history, assessment performance, and interview responses.
AI-powered chatbots like Mya or Olivia conduct preliminary assessments through automated conversations.
AI-powered games and tasks measure cognitive and emotional traits to ensure candidates fit the company culture and job role well.
AI can test software engineering candidates through coding tests and challenges.
AI can help reduce unconscious bias in screening and assessment by focusing on objective data and avoiding keywords that may imply age, gender, or ethnicity.
Tools can analyze video interviews, using language and speech patterns to identify potential for success.
Engagement
We often think of this as the people-to-people domain where recruiters still reign supreme. However, many AI-based tools are challenging this notion. I believe we can automate a large amount of engagement and that candidates will appreciate the immediateness of responses and the candidness of feedback.
Virtual events and chats that keep candidates engaged.
Personalized candidate relationship management tools learn candidates’ preferences and tailor job recommendations and communication.
AI-driven personalized email and content tools can tailor candidate communication.
AI-powered chatbots interact with candidates 24/7, answer basic questions, schedule interviews, and capture candidate info, freeing up recruiters' time.
Administration
This is where AI really shines and where recruiters often spend most of their time. In some of my research we found that recruiters often spend up to 60% of a day on administrivia.
Applicant tracking systems (ATS) with AI capabilities continue to mature and streamline recruitment workflows.
AI coordinates interview schedules by considering the availability of candidates and interviewers. It can also send reminders and reschedule appointments.
Robotic process automation (RPA) tools automate repetitive tasks like candidate tracking and email communications.
Tools like DocuSign allow the electronic signing of employment offers.
Tools can automate the creation and approval of offer letters.
AI-powered compensation benchmarking tools ensure competitive offers.
Platforms that utilize large compensation datasets and AI algorithms suggest market-competitive salary ranges based on job titles, skills, location, and experience level.
Onboarding
Recruiters are often not responsible for onboarding or are too busy to give it the attention it should get. An onboarding program can improve retention, prevent ghosting, and speed up time to productivity.
Tools can manage onboarding tasks and centralize new hire information.
Engagement-focused onboarding platforms that use workflow automation to ensure new hires are integrated smoothly into the company.
Virtual reality (VR) onboarding experiences immerse new hires in company culture.
Reporting
One of recruitment's weakest areas is obtaining reliable and current data on the impact of marketing campaigns, sourcing speed, and many other factors. These tools bring new light and accountability to recruiting, improving efficiency and effectiveness.
Automated data visualization tools like Tableau help visualize recruitment metrics and performance.
Google Data Studio allows recruitment data to create custom dashboards and reports for real-time decision-making.
Advanced people analytics platforms using AI can uncover recruitment trends, attrition, diversity data, and more.
Workforce Planning
This is a weak area for recruiters, who often have little visibility into the talent market, the skills the organization currently has, and what skills it may need. These tools are vital for success.
Tools that map current talent and predict future needs, helping companies plan their workforce requirements.
Tools like Orgnostic analyze employee skills, predict future talent needs, and assist with strategic hiring and workforce development plans.
Advanced analytics and planning tools that aid in understanding workforce capabilities and planning for future needs.
Tools provide data on the labor market and the availability of specific skills.
Predictive Analytics
Generally, recruiting functions do not have any predictive analytics. However, with AI, it is now possible to tap into the data stored in ATS and HRIS systems. Using this data to generate predictions will revolutionize how we think about talent shortages, what skills are really important, and much more.
AI can analyze historical hiring data, pinpoint factors that lead to successful hires, and identify potential attrition risks for current employees. This allows for proactive and data-driven recruitment strategies.
It is easy to imagine a time when seeking work and talent will be seamless, painless, and enjoyable. All thanks to AI.
Don't forget to read next week’s article on the three possible futures for recruiters.