Smart practices in AI matching and candidate sourcing.

At SmartSearch ATS we’re always looking at how to leverage the latest technology to give our users a more competitive advantage. We recently launched a new AI Smart module that adds a layer of artificial intelligence search to identify candidates that are not only a good fit for the job, it scores how well the job is a good fit for the candidate.

 Powered by Sovren’s AI Matching Engine, AI Smart learns how to apply context and meaning to search criteria so it “thinks” like a recruiter, not a machine.

Early adopters of AI Smart have made a few suggestions and provided feedback on best practices:

Write accurate job descriptions. A well-defined, detailed job description including skills and minimum qualifications will help AI Smart identify best matches.

Keep your candidate database current. AI Smart only recognize resumes or candidate profiles that are less than 18 months old. The implementation comes with an email marketing feature tools to invite candidates in your database to update their own resumes and profiles.

Use AI to rank inbound applicants. When candidates apply for an open job posting, recruiters can apply the AI auto-ranking in the Job Folder to quickly identify top candidates. The AI ranking is especially helpful for qualifying a high volume of candidates that have applied for a specific job. 

Don’t forget the reverse search. Got a great candidate? The reverse search tool can quickly find the perfect job for an applicant.

Learn how to “teach” the system. AI Smart functions as a “virtual sourcing assistant” and just like human assistant, will need time to learn about the job requirements, skills, and how to weigh rankings of the qualifiers to find candidates that are the best fit. Recruiters need to decide how the AI matching engine “thinks” about each individual candidate. 

Check system settings. For the AI Smart module to function, necessary system configuration settings must be enabled. This includes the AutoMatch capability for all open jobs and adding the AI Match list is added to the Work-In-Progress menu and Dashboard for at-a-glace access to AI-matched candidates. 

Designate a Subject Matter Expert (SME). Select a “power user” to guide the recruiting team and help other recruiters familiarize themselves with the tool.

Training. Training. Training.  A weekly training meeting during the roll-out phase is recommended to promote recruiter engagement, gather feedback on your own best practices, and share success stories.

Make the training fun. One of the best ways to promote user adoption is to have fun with end-user training. Have a contest, offer incentives and prizes – a few of our clients have even given the AI virtual assistant a cute name.  

Promote user adoption. Busy recruiters will be reluctant to try new tools unless they understand how AI can help them make more placements and shorten time-to-fill jobs by identifying best match candidates already in the database – who may have otherwise been overlooked. Recruiters need to be shown how AI can maximize their time by focusing on the “soft skills” and candidate engagement

Commit to using it. Make a dedicated effort to learn and explore the AI Matching tools. Set goals and make a timeline to measure progress and results. Invest the time to use it every day. Add the new AI Trend Graph to your Dashboard as a quick way to monitor daily usage.

For more information about the new AI Smart module, visit www.SmartSearch.Plus or Request A Demo. 

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