The demand for AI recruitment software is huge — and growing. Introducing artificial intelligence has many implications for job seekers and hiring teams. Used throughout the hiring process, artificial intelligence, machine learning, and natural language processing can help you with sourcing, screening, and hiring. Everything from small tasks like interview scheduling to larger responsibilities, such as skill testing. In this article, we’ll look at some ways that we can use an AI recruiting tool in the hiring process, and how Tengai can help you succeed.

 

What are AI tools for talent acquisition?

We have integrated AI into many aspects of talent acquisition. Recruiters and talent teams want to use AI to automate the hiring process to make it faster, less expensive, and easier to manage. 

There are three major ways recruiters are using AI in the hiring process: 

  • Sourcing: to find and connect with suitable candidates quickly
  • Screening: to derive the most qualified candidates from the talent pool 
  • Interviewing: to facilitate remote hiring and save time

Learn how Tengai’s AI is being used to create a better and more efficient recruitment process.

AI sourcing tools help recruiters find and connect with potential candidates faster. Artificial intelligence can search for profiles across job boards, an applicant tracking system, or internal databases to fill an open position. Others help maximize marketing efforts and connect with candidates in real-time. And, there are AI chatbots that can interact with a candidate to determine what specific role will be the best fit and show them how to apply through the job site. 

AI screening tools use technology such as machine learning and natural language processing to quickly derive information from applications and speed up the screening process. These tools range in approach, from resume parsing to behavioral and skills assessments. When set up properly, artificial intelligence can help improve diversity hiring by screening candidates in, not out.

Finally, artificial intelligence interviewing software is often used in two ways. First, AI can be used to assess video interviews, using voice and facial expression analysis to assess personality traits. While this can help cut down on the time and attention required of recruiters to review each candidate’s recorded response, it can also lead to unintentional discrimination against diverse candidates. 

AI can also analyze the content of a pre-recorded video interview. For example, a skills test may ask a candidate to write a sample blog post on a topic relevant to the company’s industry. Then, in a pre-recorded video interview, the tool asks why the candidate selected the topic they wrote about. This step gives more context to the candidate’s skills test and helps a candidate stand out beyond their initial response.

Separate from these major categories, there are AI tools that can help with things like scheduling interviews, managing administrative tasks, and for predictive analytics to help improve the organization’s overall hiring strategy. 

Why are AI tools for talent acquisition rising in popularity?

As AI technology becomes more accessible, talent acquisition teams use AI recruitment software to get through the most time-consuming aspects of the recruitment process. For instance, pre-employment screening remains the biggest drain on recruiter resources. The number of candidates per open req has increased, and finding quality candidates has become more challenging.

AI recruiting technology can help hiring teams improve their time to hire, quality of hire, save time and money, and minimize some of the hidden human bias that prevents minority candidates from getting a fair evaluation. 

AI technology is skyrocketing in popularity for recruiting teams because it:

  • Improves your recruiter performance
  • Enables remote hiring
  • Makes it easier to hire at scale
  • Predicts candidate performance
  • Offers a great candidate experience 
  • Reduces hiring costs
  • Removes hiring bias

Ultimately, AI recruiting tools enable talent acquisition professionals to automate repetitive tasks, identify top talent, and have better candidate conversations, improving overall hiring outcomes. 


What should you look for in an AI tool for talent acquisition?

While we’ve mentioned three broad use cases for AI — sourcing, screening, and interviewing — there are many features that can streamline the details of hiring. Understanding what each tool offers, as well as the cost, implementation, learning curve, and ROI of each, can be tricky. 

As you evaluate different AI recruiting solutions, here are a few things to keep in mind:

1. The price 

Early stats show that recruiters that use AI see a 30% reduction in cost-per-hire. With the average cost-per-hire hovering around $4,100, make sure the AI recruiting software you choose offers an acceptable ROI. 

Ask each vendor about their pricing model to learn more about the fees associated with using their software. 

2. Implementation

Machine learning algorithms rely on thousands or millions of data points to accurately mimic human intelligence. This might mean there is a lengthy implementation process required to get started. Note that algorithms that rely on existing internal data, like testing your top performers, are usually more costly and time-consuming.

3. Your candidate’s experience

How do prospective candidates interact with your recruiting tools? Sometimes, chatbots and other AI software can ease the candidate's experience. In other cases, they left candidates feeling like just another number. Learn about how the tool integrates moments of person-to-person interactions with technology. 

4. Hiring bias

Worst-case scenario, an AI recruiting platform replicates the unconscious bias that’s present in your current hiring process. It’s important to ask vendors what protocols and safeguards they have in place to make sure that no one is unfairly screened out. 

Read more in our guide: Using AI To Eliminate Bias In Hiring.

5. Your time

Recruiting platforms and screening tools help save your hiring managers time in a few different ways. For one, they can automate collecting and reviewing resumes. Instead of spending hours sorting through applications, your team can simply set up a search that pulls the most relevant candidates into one place. 

These platforms can automate other time-consuming tasks, such as scheduling interviews and sending out rejection letters. By taking on some of the heavy lifting, these tools allow your team to focus on more strategic initiatives. As a result, you can make better use of your team’s time and ultimately improve your bottom line.

Conclusion

There are many types of AI recruiting software products available to help speed up recruiting and identify the right candidate. Different machine learning tools can rank candidates, screen job postings for the right language, interview, and even manage the onboarding process. 

As you explore different tools to add to your talent acquisition process, aim to combine machine learning with a personal touch. As ‌it’s the people in your organization the successful candidate will work with at the end of the day — not the AI.

With Tengai's digital interview, you get a validated HR-tech tool that lowers the risk of bad hiring decisions and increases quality by only focusing on competencies and soft skills. Book your demo to see what our AI interview tool can do for you.

You may also like

The role of AI in the recruiting process
The role of AI in the recruiting process
13 September, 2022

The role of Artificial Intelligence (AI) is increasing not only in our daily lives, but also in the workplace. Many tale...

Is automated recruitment ruining the candidate experience?
Is automated recruitment ruining the candidate experience?
27 September, 2022

It is a given fact that recruiters often find themselves trammeled with a huge influx of applications, queries, and othe...

4 interview mess-ups that can ruin your employer brand
4 interview mess-ups that can ruin your employer brand
27 January, 2020

There has been a power shift in the job market and the competition to find new talent is becoming harder. Today, we see ...