Like many other business processes, artificial intelligence (AI) has changed the way many employers approach recruiting and hiring. Automating certain parts of the candidate sourcing and vetting process can save valuable time and provide an improved experience for both small businesses and their potential candidates.
“AI frees up time for recruiters to focus on meaningful interactions, which is critical to winning in recruiting,” said Thad Price, CEO of Talroo and ReadySetHire. “Rather than replacing human decision-making, it is important to augment it with data that can improve business outcomes and reduce employment friction.”
How AI can help with recruitment and hiring
Using AI to help draft job descriptions and marketing materials for open positions is one of the simplest and most useful applications of this technology. But the power of AI goes far beyond these time-saving tasks.
Here are some additional ways to integrate artificial intelligence into your hiring process to find the best employees.
Source candidates for open positions
Many small businesses are unable to access and select a database of candidates if their initial job announcement receives low traffic. As a result, you may find yourself searching for candidates online or giving a chance to someone who isn't right for the job. Both of these options are time consuming and can be a waste of resources.
AI tools like Ideal, LinkedIn Recruiter, and Workable can save you valuable time by scanning job sites for candidates who meet specific criteria for a job posting.
“Although AI should not be used as the final word in recruiting and hiring decisions, it can help find top talent who would otherwise not make it onto the shortlist,” says Deel’s Human Resources Business Partner said Nadia Alaee, Senior Director. “The time saved allows recruiting teams to focus more on developing strategic initiatives and creating a positive candidate experience.
[Read more: 4 Effective Ways Small Businesses Can Leverage AI]
Perform more accurate and faster screening
Traditional methods of narrowing down candidates, such as resume screening, phone interviews, and background checks, are time-consuming and not always meaningful in predicting performance.
AI-powered tools like Beamery, Impress AI, and Pymetrics can help streamline the screening process. For example, chatbots can filter spam and handle initial interviews, and AI-managed skill assessments can easily match candidates to open positions by measuring current knowledge and abilities.
Richard Walker, CEO of York Solutions, said his company uses AI to assess the technology skills needed for a job and helps recruiters evaluate candidate responses.
“We use AI not only to create quizzes for candidates… but also to evaluate written responses, including programming assignments, to determine whether the work was done correctly,” he said. added.
Streamline candidate communication
Automated scheduling and personalized communications improve the recruiting experience and increase engagement. From scheduling interviews to sending automated status updates to candidates, automated, AI-powered tools reduce repetitive tasks and save your team valuable time to focus on the “human” element.
Tools to consider for this purpose include GoodTime, HeyMilo, ParadoxAI, and the AI capabilities built into mainstream email platforms like Gmail.
“These tools help streamline processes such as efficiently sending individual candidate rejection letters and ensure professionalism and empathy are maintained,” Price said.
[Read more: Best Applicant Tracking Systems for Small Business Recruiting]
human expertise [is critical to] Maintain a balanced approach when using AI.
Nadia Alaee, Senior Director, Human Resources Business Partner, Deel
Reduce bias in the hiring process
Avoiding unconscious bias throughout the hiring process requires intentional efforts to ensure fair practices.
Eliminating bias starts with identifying the inherent structural biases within your company. Writing comprehensive descriptions using tools like Textio can help you focus on your skills and appeal to a more diverse audience.
Additionally, programs like TestGorilla and Vervoe can help small businesses reduce bias by evaluating candidates based strictly on skills rather than resumes.
“When each candidate is analyzed based on the same criteria during the hiring process, evaluations are fairer and more consistent,” says Alaee.
Best practices for AI-powered recruitment
Based on his firm's experience using AI in the recruitment and onboarding process, Paul Miller, managing partner and CPA at Miller & Co, LLP, has spent time researching available solutions and choosing vendors. We recommended that you request a demo or trial.
“This hands-on approach allows you to evaluate the functionality, ease of use, and compatibility of different tools with your organization's needs,” he said.
Miller also advised considering how new AI-based tools will integrate with existing human resources and workforce management systems.
“Seamless integration streamlines processes and minimizes disruption to operations,” he added.
Once you've narrowed down your software options, Walker said to thoroughly test the tools before implementing them.
“The last thing HR and organizations want is a tool that defeats the purpose of finding the right people,” Walker says.
While AI can save companies a lot of time and resources in the hiring process, Alaee cautions against relying too much on the technology.
“Especially with AI tools, there can be misunderstandings and work that goes against company policy. [or]It’s an error due to certain biases within the AI,” Alaee said. “Human expertise” [is critical to] Maintain a balanced approach when using AI. ”
Emily Heaslip also contributed to this article.
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