HR recruitment is one of those fields where artificial intelligence can offer huge improvement and acceleration of work. From resumes and candidates selection to face recognition, we can predict that within a few years every big HR company will have artificial intelligence recruitment applications onboard to help human recruiters in finding the best candidates.
What is artificial intelligence in recruitment requirements? What is the impact of artificial intelligence on recruitment and selection of candidates? How does artificial intelligence work in recruitment and what are the benefits of artificial intelligence in recruitment? We will take a closer look at this issue. Using artificial intelligence in recruitment is the next milestone in HR recruitment. The benefits are indisputable, recruiters of the future will be able to focus entirely on candidates chosen by AI. The entire process of job candidates selection (keep in mind that the biggest companies receive several THOUSAND resumes every week) will be transferred to the artificial intelligence-based applications.
First, let’s check how companies use artificial intelligence in their recruitment process? How can it be beneficial to the recruiters and to the company itself? It is crucial to answer these questions – that can change the way you think about the recruitment process in general.
Using artificial intelligence in recruitment
Primarily, artificial intelligence in recruitment shortens the entire process. Let’s just focus on CV/resumes selection. For almost every single job offer, there are hundreds and thousands of resumes sent to the company. Even with fully developed recruitment staff, it is almost impossible to check every single resume thoroughly, because it would take months to do that.
Let’s take a look at this artificial intelligence in recruitment research*. Recruiters say that they have about 6 seconds for one resume! By no means, this is enough to fairly judge the candidate. No wonder that 66% of recruiters said that they would like to implement artificial intelligence in HR recruitment to improve their ability to identify proper candidates.
Initial selection of resumes can be a considerable simplification of a recruiter’s work, but also a distinctive improvement of their accuracy. Let’s imagine a situation where a company published a job ad, for the marketing specialist. This is a large company in the US, so everyone wants to work for it. The number of received resumes is 2640. It will take around 20 hours to just check these resumes, sparing just 15 seconds for each one of them.
Everything changes when a company has an artificial intelligence system. We can “teach” this system what to look for while browsing through every single resume. The result? After several seconds a company receives 20 best candidates. Now the recruiter can spare more time and attention for each candidate. The benefits are amazing. First- huge time savings. And second – there is a greater chance that the company will hire the right person because the recruiter can simply concentrate on insightful checking every resume proposed by the AI.
Paradox – example of artificial intelligence in recruitment
What we talk about here is not a vague future, it happens already! For example, Paradox is an AI development company based in the United States. They have made an AI algorithm called “Olivia”, which helps in screening candidates and even answering their questions during the HR recruitment process! When a recruiter decides that a candidate is qualified enough to invite them for an interview – “Olivia” schedules it on her own! So the recruiter can focus on the essential part of hiring a new employee, where computers will not be sufficient for many years to come.
Artificial intelligence in HR recruitment helps recruiters to screen thousands of resumes in order to speed up candidate selection. So you can think of an AI application as of an online recruiter, working 24/7 with no delays of hesitations.
IBM designates new-hire chatbot
Another interesting example of using artificial intelligence in the recruitment process is the IBM company and its chatbot**. Did you know that IBM receives several thousand CVs/resumes a day? As we can read in the company’s report, “ it is one of the busiest chatbots at IBM, answering 700 questions a day. New hire chatbots are particularly helpful because they resolve the challenge of not knowing who to ask for help. IBM’s goal with chatbots is to get answers to employees quickly and accurately while reducing the amount of effort it takes to support HR programs. The time saved can then be spent on experts answering more complex questions and problems about HR issues”.
This is exactly what AI is about. To deal with simple, repeatable questions and issues. Just imagine how much time would it take to answer these 700 questions a day for a human? This is almost impossible! They’d have to do only that and nothing else during the whole workday. Implementing a chatbot is the most reasonable solution.
Benefits of artificial intelligence in recruitment
There are plenty of other benefits of artificial intelligence in HR recruitment! It has even gone to the stage where a company can show that they want to cooperate with candidates who, for instance, have experience in volunteer work. Or candidates with experience in AI companies. It doesn’t really matter, here truly the sky is the limit. Whatever is in the resume, we can adjust AI to search for it and select only candidates who meet the requirements.
For instance, artificial intelligence can check the social media profiles of the chosen candidates. How does that help? First, it can be used to check if all the information provided in the resume are consistent. It can also search for signs of activity inconsistent with the company’s policy, for example, racism or xenophobia. This is especially important for companies hiring remote employees and co-workers such as Uber or even Airbnb. Those companies cannot watch over every single employee or co-worker because they are spread all around the globe. A detailed check of the candidate is necessary before starting a cooperation.
AI during the interview and searching for candidates
Another example of using artificial intelligence in recruitment is during interviews. AI can conduct not only the initial selection of the candidates but also interview them, with a usage of a telephone, Skype or conversational chatbots on the website itself. Although this stage is still way ahead of us, we can expect that in the future ¾ of the whole HR recruitment processes will be executed by the artificial intelligence algorithms.
Furthermore, artificial intelligence in recruitment can be helpful not only for screening resumes but even for looking out for the candidates! LinkedIn is one of the biggest databases of employees, especially for office-based and highly qualified positions. LinkedIn accumulates almost 600M of professionals worldwide! Just “tell” AI to search for particular candidates in this database, and you’ll receive tens of candidates without even publishing a job announcement! This will be also beneficial to the company’s budget because publishing job openings regularly is costly for the company.
Recruitment of the future – face expression analysis
We are still in the early stage of artificial intelligence development and HR recruitment is no exception, but as it develops rapidly, we can expect that in the near future HR recruitment process will look a bit differently. It will be quicker and more accurate. One of the best examples is the face expression analysis. This is helpful on two main levels:
· Analysis of the picture attached to the resume
· Analysis during a video interview.
Of course, not every candidate attaches their picture to the resume. In some countries, just to mention Canada, it is even frowned upon. If you do that, your resume lands in the bin. But elsewhere it might be a powerful tool to tell the recruiter what are the personality traits of a given candidate. And still, even in Canada, professionals do attach their photos to the LinkedIn profile, so we might expect a worldwide application of the face expression analysis systems.
And what about video interviews? Let’s say, a recruiter talks with a candidate via Skype, and during the entire conversation, they receive constant feedback from the AI algorithm about a candidate’s behavior and mood. Recruiter know how does the candidate feel, are they relaxed or nervous, possibly it will be even possible to check if they are telling the truth! Can it be helpful? Undoubtedly!
Impact of AI in recruitment
Recruiters themselves are expecting that artificial intelligence will be a standard in the recruitment process. A bit earlier we mentioned artificial intelligence in recruitment research conducted by HR.com. Many important conclusions are coming from it. Let’s turn to that and review the most important ones.
- AI is not widely used for talent acquisition today, but it is expected to jump dramatically over the next two years. Just 10% make high or very high use of AI in recruitment today. 36% of participants expect to increase AI usage in two years.
We observe the same thing here at Addepto. Interest in artificial intelligence in HR recruitment grows rapidly and we expect it to continue to do so for the following years.
- Recruiters expect AI to improve their work noticeably. 66% of recruiters expect an improvement in the ability to identify candidates with needed competencies. 64% want to spend less time sifting through resumes. 58% want to hire quicker. 46% want to reduce the number of regrettable hires. 38% expect a reduction in recruitment advertising.
Big change is coming
The last answer is particularly interesting, as it turns out, implementing AI to your HR business or department can actually lower expenses on marketing and advertising. Another good reason to think about implementing AI in your company. As we analyzed earlier, with AI in recruitment in some cases company won’t even have to publish job ads, and that produces savings.
- Recruiters have been asked a question “to what extent is AI being used today and how will that change in two years from now?”. Stunning 38% answered that currently AI is not used at all! Another 27% answered that this extent was “low”. Only 4% indicated that this extent was “very high”. Simultaneously, almost every group expects a big change (increase) within two years. Especially these companies where AI is used actively right now. This means that companies have to determine all the benefits of artificial intelligence in recruitment.
- Almost two-fifths believe AI will target searches strictly to find qualified candidates. The most popular searches by criteria will be the job title, education, and location of the candidate.
The conclusion is simple- artificial intelligence in recruitment will grow, because it is prominently beneficial for the company, and recruiters themselves say that they want AI tools in their work. So as a business owner—you do not have much of a choice. If you hire employees regularly, sooner or later you will have to face this issue.
AI in recruitment – the next milestone
It’s time, to sum up, our deliberations. We can draw several important conclusions from the market. First, AI will speed up the recruitment process and make it more accurate. Second, soon it will be a standard in the sector, mainly because there is a high demand from the recruiters themselves.
We expect that within several years all of the biggest corporations and HR companies will implement AI algorithms or apps in their businesses. Will your company be among them? Give us a call and let’s talk about how HR recruitment with AI technology can be implemented to your business! Here, at Addepto, we are always keen to help you with AI and machine learning innovations, no matter what sector you operate in.
** – IBM Smarter Workforce Institute, “The Business Case for AI in HR” report