by Juliayn Scales on October 23, 2018
3 min read
If you’re trying to define AI’s role in your hiring strategy, read on for answers about artificial intelligence in recruiting and the hiring evolution that it’s driving.
AI is changing the way organizations engage with candidates. It’s reshaping the work of recruiters, too. About half (51%) of employers are already using artificial intelligence in recruiting, according to a new report by Montage. If you’re trying to define AI’s role in your hiring strategy, read on for answers about this technology and the hiring evolution that it’s driving.
The term artificial intelligence covers many technologies united by a common characteristic: They perform a task a person would normally do. Two of the most common AI technologies being used in recruiting right now are machine learning and natural language processing. They’re often used together to power virtual recruiting assistants and chatbots that can interact with candidates to accomplish administrative tasks like scheduling an interview.
Automation of recruiting tasks can be accomplished without the use of AI. However, as AI advances, it is being applied more and more often to enhance both the performance of automation and the experience for candidates, recruiters and hiring managers who are using it.
Recruiters are using AI most often at the front end of the hiring process to automate administrative tasks and free up their time for more strategic work.
According to the Montage research:
It’s worth noting that AI is not yet widely used for recruiting tasks that involve in-depth decision making.
TA professionals believe AI has the potential to drive forward progress on at least two critical TA objectives:
Elevating the candidate experience – Most (87%) of the TA leaders and recruiters surveyed say that AI improves the candidate experience, perhaps because it helps them adapt to modern candidates’ expectations for speed, simplicity and convenience in hiring. And, with AI technologies, TA teams can keep candidates more closely engaged by providing them with updates candidates on hiring status answers to questions about the company and next steps in the hiring process.
Reducing bias – More than half of recruiters surveyed believe AI will help reduce bias and the risk of discrimination in the hiring process. AI-enabled video interviewing platforms are just one example of technologies that help reduce bias by:
Candidates have varying levels of comfort with the use of AI in recruiting. Research by Allegis found that:
When it comes to more advanced AI technologies, widespread acceptance is not yet there. The Montage research indicated that just 6% of candidates are comfortable being evaluated using facial recognition technology. And, candidates are in agreement on this point: A large majority (82%) say they want to be made aware by the hiring organization that they are interacting with AI.
Candidates are optimistic about the role of AI in reducing bias and discrimination in hiring. Among candidates who have said they’ve experienced discrimination in hiring:
Despite initial speculation that AI could take the place of recruiters, most TA professionals do not have this concern. Ninety-three percent believe AI helps them in their role, and 88% say AI technologies strengthen the recruiter’s role.
Recruiters are using AI to enhance their ability to provide the ideal candidate experience by:
Innovative hiring technologies, including those that use AI, are helping recruiters evolve their role into that of talent advisor to their organization. As HR becomes more data-driven, talent advisors will need analytical skills to glean insights and apply them to enhance TA performance. Still, recruiters’ core competencies – being able to build relationships with candidates and sell the talent brand – will remain essential. Talent advisors with a blend of these skills will rise above the rest in creating the ideal candidate experience.
For more key takeaways about AI in recruiting, download Montage’s latest research report, State of Artificial Intelligence in Talent Acquisition.