The Role of AI and ML In Recruitment

With tech use becoming more prevalent across nearly all industries, Artificial Intelligence (AI) and its subset, Machine Learning (ML), is never far from discussion.

The Role of AI and ML In Recruitment

With tech use becoming more prevalent across nearly all industries, Artificial Intelligence (AI) and its subset, Machine Learning (ML), is never far from discussion. Certainly it's a hot topic for 87% of senior business executives who, according to a survey by Forbes Insights, believe that AI technologies are important for achieving their overall business objectives.

The countless industries that have applied this technology, recruitment included, have used it to automate and optimize various processes, improving business efficiency. In the case of AI recruiting software, Talent Acquisition (TA) teams are bringing it in as a strategy to boost their day to day operations and conduct talent sourcing and recruitment more efficiently.

Despite its usefulness, the technology is not set to replace hiring professionals any time soon. Instead, the software empowers recruiters by performing mundane tasks and providing deeper insights for better decision-making.

What Exactly Is AI and ML in Recruitment Software?

In AI recruitment software, artificial intelligence is applied to the recruitment function to automatically perform actions on data.

The technology automates or streamlines parts of the recruiting workflow, especially tasks which are repetitive or high-volume.

As an example, &Team software applies machine learning to auto-screen candidate resumes.

ML is a subset of AI which analyses data, giving the software application the ability to learn dynamically from its environment without specific programming.

Looking at &Team for an application of ML; the candidate is depersonalised before matching to remove any inherent gender, age, or race bias based on historical hiring trends.

Context In The South African Job Market

Before going any further, it’s important to understand the context of the South African job market. This is so that TA teams can appreciate the benefit that AI recruiting software brings to the table.

Mzansi has an unemployment rate of 29%. Furthermore, for each qualified job applicant, we have on average, 20 unqualified applicants.

As a result, screening candidates for a position and narrowing the talent pool becomes a mammoth task for hiring professionals; one which can be greatly enhanced by technology.

For recruitment AI to produce sound decisions, it requires a lot of input data to learn from. This means an AI platform is suited to our market due to the volume of resumes typically submitted for any one position as these produce thousands of data points for the application to learn from.

Technology’s Role In The Recruitment Process

Source Qualified Talent

The talent that recruiters are looking for can be found all across the internet. In South Africa, candidates are on job boards such as Pnet, LinkedIn, Indeed, Careers24, and Facebook Jobs.

Technology has the ability to mine these professional sites to help pinpoint the particular talent segment a recruiter is searching for. Through premium job advertising suggestions, hiring professionals can source suitable candidates from an increasingly saturated labour market.

Screen Resumes To Shortlist Candidates

Sifting through CVs can be a time-consuming and mundane task, especially if the recruiter is dealing with a high volume of applications. In many HR departments, manual screening just isn’t an option.

CV screening tools found in the AI recruiting software ‘read’ the resumes, identifying keywords that match the required experience, skills, and traits for the position. By doing this, the technology automatically shortlists suitable new candidates for the job in question.

Further Candidate Assessment and Pre-Screening

Assessment and pre-screening tools which perform job and personality fit tests can help identify top talent, improving the quality of hire.

These measure a candidate’s aptitude, culture fit, soft skills, and ability to succeed not only in a role, but also in the organization they’re applying to. Candidates whose scores fall below the minimum requirements are automatically hidden from the recruiter’s view, leaving them to focus on the top talent.

Improve Candidate Engagement

Candidates expect a consumer-grade experience when shopping for jobs. This includes having control over and receiving notifications about the progress of their application, much like the workflow a consumer would experience when shopping online.

For top talent, features such as automated text and email messaging ensure that they never miss an action and are kept up to date with their application.

Then, automatic stage actions qualify and engage talent, letting them know that they’re progressing forward in their application, and what’s next ahead.

Finally, form auto-filling, personalized resume and job suggestions, as well as interview scheduling save applicants time and put more control in their hands.

Key Drivers Behind AI Recruiting Software

Enhance Decision Making

AI recruiting software can increase the quality of hiring decisions that TA teams make, as they can use screening data to inform their selection process.

Furthermore, candidate matching allows recruiters to draw contacts from your talent pool to suit specific job openings. Accessing quality applicants who are already in the pipeline can lower metrics such as Time to Hire and Cost of Acquisition considerably.

Remove Unconscious Bias

A recruiter can only tell so much about a person from looking at their resume. This alone doesn’t provide a good enough indicator of a fit for a position; personality and culture fit should also be considered.

But, without realizing it, recruiters’ unconscious bias can prevent the right candidates from progressing forward from the early stages of the interview process. And this is not intentional; even Yale scientists, trained to rigorously reject subjective criteria, were found to be unknowingly biased in their recruitment decisions.

To address this, AI screening depersonalizes candidates before matching happens. This ensures that each candidate has a shot at a position, removing any inherent gender, age, or race bias from historical hiring trends. In depth multi-point matching on resumes and staged personality and job fit assessments measure applicant’s skills, abilities, and personality fit, allowing for a more accurate screening process.

Better Spend Of Human Time

With AI automatically performing the mundane and repetitive tasks such as resume and candidate matching and pre-screening, recruiters can spend their time where it’s most-needed; interviewing the best fit candidates who’ve made it to the final phases.

Final Thoughts

The role of AI and ML in AI recruiting software is to augment the hiring process, and not lead it. The technology allows TA professionals to make better hiring decisions which lead to better business outcomes.

To find out how the technology-driven &Team platform can help your organization achieve its recruitment objectives, get in contact.