How recruiters can save time with AI

How recruiters can save time with AI

The workload for recruiters has likely increased since the pandemic began. With eleventy billion people going for each job, of which there are far, far fewer since coronavirus came into our lives, the amount of candidate checking, paperwork and queries to answer has grown exponentially.

Okay, that number may be an exaggeration, but there’s no denying that demand for jobs is far outstripping supply, and the filtering work for recruiters to find the most suitable candidates to put forward for a job has turned into a humungous task.

As we write, Cineworld is considering closing their doors until 2021 at the earliest, until some Hollywood blockbusters are finally released that could draw people back to the flicks again. If they do follow through with their temporary pause in trading, 5,500 more people will be entering the job market. Add these to the thousands already there due to companies large and small going to the wall during 2020 and what you have is a vast ocean of potential talent, rather than a small, concentrated pool. Finding the perfect candidate today is akin to finding a needle in a haystack.

There’s good news, however. Artificial intelligence is more than simply self-service checkouts at the supermarket—there are plenty of tools and systems out there that can save recruiters valuable time as they deal with what is probably the fastest-moving job market in living history for recruitment website design.

Chatbots can help candidates by answering common concerns/job-specific queries at any time of day or night. They can easily be added to your website’s program and can delve deeper into specific aspects of a position or employer, covering subjects such as working hours, the ratio of homeworking/office-working, and elements of employment policy. They can be used to pre-screen candidates and whittle down a large number of applicants to a manageable group of job-seekers that are the most appropriate match in terms of skills, experience and knowledge—saving a significant amount of human hours.
Says Ameya Deshmukh, Marketing Manager at Mya Systems, “Our clients are using AI to increase the capacity of their recruiting teams, create speed and efficiency in hiring, and to respond in more dynamic ways to changing marketplace conditions. With our conversational AI platform, it’s possible for our clients to get a req, launch a campaign, and have an engaged and qualified candidate pipeline ready in just a few hours.”
Should even an ocean of candidates fail to locate the right person for the role, another type of bot can be programmed to crawl across job boards and social media sites in search of the perfect candidate—matching their skills and experience against predetermined benchmarks; again, saving precious hours.

Millions of people across the globe will have used some kind of video conferencing/meeting software during lockdown, many of whom may not have encountered such tools before. The huge rise in the use of Zoom, Microsoft Teams and similar means that many of us are familiar with digital meetings taking the place of face-to-face interactions; if recruiters were not already incorporating video interviewing into their approach, it’s not just time-saving but necessary in a world living around Covid-19. With no commute and from a time-saving aspect, video-meeting software constitutes a valuable tool for any recruiter. An extra benefit of using such software is the ability to transcribe meetings; this allows recruiters to revisit/reassess responses when the meeting is over and to compare them with the responses of other candidates.

Bias can be present in a recruiter’s subconscious, and subsequently influence how a recruiter judges candidates on their age, gender, race, physical and mental abilities, sexual preferences, background/status, weight and more. Software can be employed to remove all bias from a pool of candidates, so that the successful candidate is determined only on their skills, experience and what they could bring to the role.

Subconscious bias can exist in recruiters’ job adverts, too; tools such as ‘Gender Decoder’ allow recruiters to paste their adverts into the program, which detects any unintended gender bias. Textio is another tool that can help identify bias in job advertisements. As an example of intelligent software, Textio can even play devil’s advocate and suggest the types of response you may see with particular words and phrases, which may highlight inflammatory, influential or easily misconstrued wording not otherwise spotted.

Calendar apps, such as Calendly, save time typically spent managing recruiters’ and candidates’ diaries. A recruiter can email their available slots for interview in calendar form to candidates, who can then choose which suits their own diaries best. No missed phone calls or emails with an array of possible dates pinging back and forth—such automation makes arranging an interview quick and easy.
There are more examples of time-saving tools for recruiters: project management tools that help streamline the recruiting process; CRM programs to manage candidate information; time management apps that can help users track their time and pinpoint where automation could be applied to reduce waste.

With perhaps a greater number of candidates to deal with than previous years, recruiters may find their time drained by menial tasks that could easily be automated. Employers can have the pick of the market at the moment, and their expectations may be higher than usual as a result. A few dud placements due to poor filtering could mean a lost client.

Technology exists to help. If ever there was a time to streamline the process, it’s now.

Compatible with:broadbean compatible recruitment websites

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idibu compatible recruitment websites