AI and machine learning – changing how recruitment is managed. Forever. Today’s recruiters are working smarter, handing off the legwork to technology, and spending more time interacting with people.
10 of the ways AI is disrupting the sector
Finding the best talent and making recruiters’ jobs more fulfilling.
- AI is helping companies to streamline and improve their recruitment processes. Compared with legacy manual methods, AI can build searches that return more candidates than an HR department could ever handle. It can find and screen more candidates, quicker, and with a potentially better fit.
- Predictive analytics allows forward-thinking firms to identify the likelihood of future outcomes. Using machine learning and smart algorithms, HR and business executives can anticipate their future resourcing needs.
- AI is bringing major changes to HR working practices and skills. Admin effort is being replaced by modern analytical abilities; being able to make effective use of data. Today’s recruiters need to combine a talent for interacting with people with sound technical skills.
- Senior HR managers need perception and awareness of the recruitment sector in order to see the big picture. By giving access to information from across the industry, big data is making this possible.
- HR staff need to do what they do best – build relationships with people. The more time HR can spend interacting with candidates, the better the chance of recruiting the perfect fit. AI and machine learning are helping to free up that time by picking up the admin elements.
- Innovative and progressive companies are using technology to achieve successful outcomes. AI is allowing them to pioneer new ways of thinking about recruitment and to make effective use of emerging technology. This is a bold step, not for the faint-hearted, but making a step-change requires boldness.
- Recruitment agencies begrudge spending time on manual research. It takes time out of the calendar and frequently it’s not re-chargeable to the client. AI can take over the slog, leaving recruiters to concentrate on finding candidates and filling vacancies.
- Intuition and gut-feel are valuable instincts we have learnt over millennia. Unfortunately, they can result in hidden bias; we can overlook the best candidate because something in their resume jarred in our subconscious. AI makes the screening process more objective; everyone is treated fairly regardless as to their gender, culture or educational establishments.
- AI and machine learning are driving a complete change in the way HR departments work. The change is disruptive; allowing innovation and ground-breaking new thinking and techniques.
- Implementing AI across the board is allowing businesses to benefit from joined-up thinking. Collaborating on ventures, sharing data and ideas, modern companies can increase their productivity without increasing their budget.
With any new technologies there are innovators, bringing in new ideas and adopting new techniques. In recruitment, those people are already gaining rewards from that bold first step.
Clinging to comfortable tools and methods may be getting the job done today, but how long will that last? At some point, the competition will have gained so much momentum that it will be impossible to catch up. The question to consider is not whether to adopt AI in recruitment, but when.