How AI Is Changing The Future Of Recruitment Plans

Artificial intelligence software (AI) is finding its way into HR departments across the world — and it’s only getting more popular. When you take a look at the benefits, it’s easy to see why businesses are putting AI software into their recruitment plan. Shifting just one or two tasks onto the shoulders of a machine can save countless hours in the long run –  as any HR employee will tell you, every second saved during the recruitment process is a major boon.

How Does AI Help Save Resources?

While it’s been common practice for decades to allow machines to take over tasks for humans, AI is by definition more flexible than other, traditional programs used during the recruitment process. 

Artificial Intelligence software has the capacity to learn and grow with the inputs it’s given, allowing it to take over certain tasks that would normally be necessarily assigned to people. Narrowing the number of uniquely human skills allows for instant accretion of meaningful tasks, improving efficiency and production simultaneously. 

When deciding where you want to allocate your resources to best assist your employees, it’s important to look at not only where AI could be useful, but also where the implementation of artificial intelligence has seen the most recent success. According to the Mercer Trends Report for the year 2020, these are the current top 5 trending uses for artificial intelligence measured by the percentage of companies surveyed:

  • Using chatbots to convey information such as company policies or benefits (56%)
    • Chatbots are both cheap to maintain and save countless hours of manpower. Freeing an HR representative to use their time on another project will keep your hiring process efficient, and keep potential employees informed and happy. Having a chatbot answer policy questions also removes the possible problems that human error can cause, such as dissatisfaction and false expectation.
  • Identifying optimal candidates based on data available to the public (44%)
    • Automating surface level background checks on potential employees, such as preliminary scans of their social media, can be a huge time save, and therefore a huge resource gain. Companies who implemented AI into their HR department in this way saw a noticeable increase in productivity within said department.
  • Providing recommendations for learning and training to employees (43%)
    • Drawing from data and reports, artificial intelligence can help determine the ways in which employees could better be trained. This removes a layer of human error and bias on both the managerial and human resources teams, as well as time and effort to boot.
  • Using chatbots to engage with candidates during the recruitment process (41%)
    • Utilizing chatbots as a way to both personalize the recruitment experience for the talent, as well as a way to automatically schedule interviews allows your plan to include more time on human-specific tasks. 
  • Having AI software track and assess candidates during recruitment (40%)
    • AI in recruitment technology is often used to track whether or not an employee is right for the job during the active recruitment process as well. Whether it be analyzing virtual responses, a questionnaire, or a series of tasks or games for potential employees to go through, artificial intelligence does a great job at compiling quantitative data into a qualitative assessment of attitude and aptitude.

Finding the right way to implement artificial intelligence into your recruitment plan can be the deciding factor that optimizes your plan’s cost efficiency and works with your bandwidth. PandoLogic’s toolbox has the most often utilized programs for every stage of the recruitment process while allowing you to stay well within your budget.

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