It’s clear that employees are one of the most valuable assets of any organisation.

Indeed, they play an important role in contributing to profits and revenues, but most companies are looking to hire the best talent to join them.

The recruitment process is going digital. With the escalation of technology, we have seen various innovative recruitment software that offer many benefits, but a lot of the credit for recruitment goes to AI.

According to a 2020 study by Oracle (source below), 10% of companies have already integrated artificial intelligence into their HR department, while 36% plan to do so in the next two years. It’s true that artificial intelligence has disrupted many sectors such as manufacturing, retail, real estate and so on. Now, it’s HR’s turn to find the best candidates to fill positions thanks to AI. Let’s look at a few examples of how you can use AI in the recruitment process:

1) Online application search

The first role that artificial intelligence plays in the recruitment process is to help companies automate the analysis of CVs. In a traditional approach, recruiters had to spend a lot of time tracking down candidates using various keywords, data points and workflows. All these searches are simplified by AI technology.

AI enables the HR team to become digital recruitment consultants to speed up the selection process. AI can focus on prioritising the best CVs for further recruitment.

According to the survey mentioned above:

96% of HR managers believe AI has great potential to help with the right talent acquisition.

55% of managers say AI will be an integral part of the recruitment process over the next five years.

Recruitment automation has saved the HR department 14 hours a week.

65% of HR managers do not see artificial intelligence as a threat to their jobs.

2) Recruiting robots… well, Chatbots!

This is arguably one of the most innovative techniques in which you can use an interview robot to hire the best candidate. In fact, these bots can be a great help in the initial selection process, asking specific questions and guiding the candidate towards the job that suits them best.

This advanced technology combines interview analysis and natural language processing. It can analyse a candidate’s personality traits and skills. In fact, this advanced robot can conduct the interview without any prejudice.

But you need to bear in mind that the robot’s potential depends on the data that has been used to teach the algorithm how to behave.

3) AI-driven HR analytics for pay and benefits

Often, the HR department has to solve a difficult puzzle when it comes to deciding on the right remuneration for a deserving candidate. Traditionally, the HR manager negotiates the salary, which takes a lot of time. In addition to salary, the HR manager must also determine other important factors, such as overtime pay, compensation, holiday pay, health benefits, arrival bonus, etc.

Of course, the right package for the candidate depends on their general skills, expertise in the field and experience. HR also needs to take account of industry standards and follow local rules on recruiting employees.

Artificial intelligence has been a great asset to the HR department. This technology allows companies to take into account geographical data and specific skills. HR analytics has been a strong response to the use of data to make decisions, by collecting market information and cross-referencing it with the company’s internal data. In addition, compensation software has simplified the process.

4) Streamlined background and reference checks with AI

Most companies perform a background check to determine whether a candidate’s references are true or false. In the conventional method, background checks were more or less a very tedious and time-consuming job. Thanks to artificial intelligence, the scenario has changed and this process has been accelerated.

An AI-powered background check gives employees greater confidentiality and reduces bias. In addition to this, it also simplifies background checks, the company can verify the candidate’s information faster and efficiently in a more scalable manner.

Artificial intelligence is not only an incredible technology that simplifies background checks, but it also makes it possible to check references. This is yet another time-consuming process that has been streamlined.

One of the main problems with traditional reference checks is the reliability of both the person providing the reference and the candidate in question.

In addition, references don’t receive automatic reminders and you can’t duplicate this task for multiple jobs.

AI reference checking allows you to avoid these problems. The software automates the whole procedure and gives you access to all the details on a single platform.

5) Training employees for AI

The role of the HR manager and their team is not just to recruit the best candidates for the job, but also to pave the way for them to develop their strengths. Artificial intelligence provides you with a valuable set of pre-employment assessment tools for each candidate.

It’s also important to note that some organisations have taken their recruitment process to the next level thanks to AI. These companies are collaborating on scientific tests with data analytics to gain an in-depth understanding of candidates’ mindsets. In addition to this, they employ machine learning to analyse team performance and framework.

Artificial intelligence tools allow them to make better decisions about employees, where they can pay attention to their overall well-being. The entire recruitment and candidate selection process has undergone a transformational change with an innovation like AI. Organisations can choose the most deserving candidates for a given position based on their knowledge, talent and experience.

By embracing the digital age, Adison.ai enables you to benefit from all these advantages, to improve your day-to-day processes and help you discover all the powers of AI.