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Artificial Intelligence Tools for Each Stage of Recruiting

August 16, 2018 Alexis McMahon

Despite the hype, the staffing industry still requires real-world human interaction and an attention to detail to truly leverage artificial intelligence technologies. That’s not to say AI hasn’t changed our business; while it hasn’t evolved to science fiction proportions, it still has fundamentally impacted the way we work. AI doesn’t replace recruiters, it simply makes them more effective.

Think of today’s AI less like a super recruiter C-3PO and more like “enhanced automation”: A variety of tools which can help streamline and augment otherwise tedious tasks at nearly stage of the recruitment process, from job requisition to candidate onboarding.

Personalized Mass Email

Recruiter-to-candidate communication is critical to the staffing process. Personalized direct emails have higher levels of engagement and response compared to mass email. In fact, personalized email messages improve click-through rates by an average of 14%. There’s a variety of tools available to recruiters that allow for both this blend of automation and customization. For example, Phenom People creates personalized candidate communications, at scale.  The company’s platform uses machine learning technology to develop custom content based on a job seeker’s specific profile, fostering a positive candidate experience and strong brand message.

Predictive Analytics Improve Candidate Evaluations and Projections

Advances in artificial intelligence and data science are being applied to candidate sourcing, enabling intelligent evaluations about the career of the candidate behind the resume. Tools that employ predictive analytics and machine learning can give recruiters and employers an accurate assessment of a candidate’s projected performance and tenure based on their employment history. Incorporating these tools into the early stages of the recruitment process ensures that you’re connecting with a pool of uniquely qualified candidates from the outset. And by integrating such tools with Applicant Tracking Systems, recruiters can quickly shortlist these candidates for open positions, alleviating them from the tedious process of combing through data and resumes. Sniper AI ,for instance, is a tool that uses machine learning technology to match CVs and job requirements. There’s also Restless Bandit , which automatically finds, connects and retargets qualified candidates, placing ads on social pages to help them apply with ease.

AI For Interviews and Scheduling Meetings 

Next comes the interview process. Today, most job screenings are conducted over phone or video. Often these interviews however do not provide a clear representation of candidate’s abilities, sometimes through the fault of the interviewer.  But by implementing AI into this stage of the staffing process, recruiters and hiring managers can analyze these audio and visual recordings from their interviews to improve candidate assessment. HireVue, for instance, is a platform that applies Artificial Intelligence to video interviews. Hirevue not only records the entire interview, allowing employers to make more informed talent decisions, but it also delivers custom assessments with the use of I-O Psychology—a branch of psychology dealing with human behavior and how it relates to the workplace. There’s also the Calendly, which you can integrate with Google Calendar, Outlook and Office 365. The platform uses automated scheduling tools and eliminates the tedious process of back and forth emails when trying to set up a meeting.

AI still has a long way to go, but there’s no question the early stages of the technology have massively altered the way recruiters do their job. And while we may not have Hal 9000 (And we’re not exactly sure if we want that, either!), we do have a handful of new and exciting tools to up`our talent acquisition and drive business.

Hey! Want to know more about the technology shaping our recruiting world?  If you liked this post, you’ll also want to check out our post on 21st century staffing.