Everybody wants the moon — designers from Apple, engineers who’ve worked at Google or Facebook. They might do better to hire an AI, not to fill the role, but to source the ideal candidate in the blink of an eye.

Okay, maybe not quite that fast. But in terms of recruiter automation, AI can be a powerful assistant that speeds up some of the most time-consuming portions of the hiring process.

Alexa, find the best candidate…

Artificial intelligence (AI) might bring to mind cyborgs and androids, like Commander Data from Star Trek: The Next Generation. Fortunately, we don’t have to wait till the 24th century — AI and machine learning (a related concept that helps with AI advancements) are already in use in various industries, including staffing. 

But we aren’t talking about employing robot recruiters. Instead, recruitment AI is a bit like adapting Alexa for the staffing industry. Using AI-powered algorithms, recruiting agencies can source and qualify more candidates in a fast, fair manner. 

Common uses of recruitment AI

How can your staffing or recruiting firm incorporate AI into the hiring process? Let’s take a look.

Candidate sourcing

On average, recruiters spend about 14.5 hours per week sourcing candidates for each requisition. So a recruiter working a typical 40-hour week uses about 40% of their time sourcing candidates for just one req!

Rather than sending recruiters down various research rabbit holes to source top talent, consider using AI to find more candidates in less time. AI-powered tools can analyze thousands of job seeker profiles on various platforms in minutes. They can even sift through existing resumes in your database to see if previous applicants would be a good fit for a new opening.

Candidate qualification

AI technology also allows recruiters to process hundreds of applicant resumes and create shortlists of top candidates in record time. 

As resumes come in, intelligent algorithms scan them for employment experience and skills and rank candidates according to how well they match a role’s requirements. You can also evaluate candidates’ soft skills and problem-solving abilities through AI-powered skills tests, then factor those scores into your shortlist ranking.

Candidate engagement

Hiring site chatbots are probably the most common example of how AI supports candidate engagement. With machine learning and natural language processing, you can program chatbots to answer common candidate questions. 

Unlike human recruiters, chatbots don’t sleep or take lunch breaks. They’re available 24/7 to guide candidates through the application process or encourage them to revisit incomplete forms, leading to fewer abandoned applications.

AI also delivers the information candidates want. For example, it can help create personalized employee value propositions (EVPs) for individual candidates. When an applicant knows how working for a particular company will benefit them, they can make a more informed decision about whether the role is a good fit. So your recruiters will spend less time gauging their interest.

A fair, unbiased hiring process

Forty percent of recruiters say they don’t currently have enough data to make fair, unbiased decisions. And 75% of recruiters don’t think they have the right tools at their disposal to eliminate bias from the hiring equation. 

That’s why one of the most exciting potential uses for recruitment AI is finding ways to minimize bias, such as:

  • Crafting non-discriminatory job posts. AI processes the language in job descriptions and requirements and helps ensure they follow EEOC guidelines.
  • Giving all applicants a fair shot by “considering” all resumes equally. AI never has a bad day or needs more coffee. 
  • Creating more opportunities for blind hiring. Fewer recruiter judgment calls = less potential for bias.

But caveat emptor: AI isn’t foolproof. 

In Amazon’s now-infamous attempt to build its own hiring algorithm, their solution ended up demoting resumes from women, as well as resumes that referenced women.

This mishap illustrates why it’s best to avoid thinking of an AI-powered solution as a finished product. If you decide to use a recruitment AI tool, plan to perform regular audits to ensure your algorithms are returning satisfactory results.

Should you give recruitment AI a try?

AI-powered recruiting tools can be the staffing sidekick that takes your business to the next level, helping your recruiters: 

  • Save time sourcing candidates.
  • Improve the candidate experience through personalized messaging.
  • Create shortlists of high-quality candidates based on resume information.
  • Potentially create a fair, unbiased hiring process (if used responsibly).

We want to hear from the source — has your staffing firm used recruitment AI? How has it impacted your hiring process? Let us know by tweeting @StaffReferrals.