We are in the Information Age and that too is at a mature stage where machines will start ruling. We are not saying this without data, and a recent LinkedIn survey could substantiate that claim enough. The survey says 76% of recruiters believe AI will have a significant impact on the future of recruitment. Also, 89% believe using AI in talent acquisition can help save a lot of time and improve the overall hiring process.
In this guide, you will learn the current state of AI in recruitment marketing and key takeaways for recruiters and HR managers.
Before we dive into the detailed guide, check out our AI-driven recruitment software made for hiring top tech talents in your organization.
What is AI technology in recruitment?
AI technology in recruitment is the use of artificial intelligence to streamline and automate various aspects of the hiring workflow. It can involve analyzing candidate data and then matching candidates to the ideal job requirements using machine learning (ML) algorithms.
Also, it can be used in automating candidate screening, conducting virtual interviews, and not surprisingly even predicting a candidate’s success in a role.
From a business angle, AI technology can assist recruiters in saving time and increasing efficiency, as well as reducing bias in the hiring process.
Overall, artificial intelligence in recruitment is changing the way businesses attract, screen, and hire top talent.
Why are companies using AI in recruitment marketing?
The hunt for top talent is always on the rise. It is hard finding the best resources, and no wonder companies are switching to AI to streamline their recruitment process and gain a competitive advantage.
AI in recruitment marketing can help automate repetitive tasks, identify qualified candidates, and provide valuable insights to improve the overall recruitment strategy.
1. Automate repetitive tasks
One of the biggest benefits of using AI in recruitment is its ability to automate repetitive tasks. This can include sourcing candidates, screening resumes, and scheduling interviews.
By automating these tasks, recruiters can save time and focus on more strategic initiatives, such as building relationships with candidates and developing the employer brand.
2. Identify Qualified Candidates
AI has the capacity to even analyze resumes and the candidate’s social media profiles. It uses natural language processing (NLP) to extract and compare all required information with the job requirements. Think how much of a recruiter’s time it can save.
Not only savings on time, but you also get the most qualified candidates who are apt for the role.
Relevant: WebPipl offers Interview as a Service (IaaS) to companies with 5000+ expert panelists.
3. Provide Valuable Insights
What’s more interesting is that it can provide valuable insights into the recruitment process. For example, it can suggest which platforms are best for sourcing candidates, how long it could take to fill a position, etc.
Using such data, recruiters can very well make informed decisions thereby leveraging their overall recruitment strategy.
Additionally, AI-powered chatbots can provide a positive candidate experience by answering frequently asked questions and providing updates on the recruitment process.
AI technology in recruitment marketing can benefit companies looking to streamline their recruitment process and attract top talent.
By automating repetitive tasks, identifying qualified candidates, and providing valuable insights, companies can gain a competitive advantage and improve their overall recruitment strategy.
Related term: Learn what contingency recruitment is in the recruiting process
Impacts of AI on the recruitment marketing and selection process?
According to John Sumser, a leading HR technology analyst, “AI technology is creating a world where the recruiting process is much more efficient, consistent, and data-driven.“
AI technology will help recruiters eliminate bias, reduce time-to-hire, and identify the right candidates.
The impact of AI on recruitment marketing and selection processes has been significant in recent years. Here are some of the major ways that AI is changing the recruitment industry:
1. Improved Candidate Screening
The best thing about AI is that it can analyze large volumes of data non-stop. It can identify the best talents for the role based on various parameters and get the most promising candidates onboard.
2. Better Matching
AI can also help match candidates with the right jobs.AI can analyze the data like candidate skills, experience, etc, thereby suggesting not only the best talents to employers but also the best jobs for candidates.
3. Enhanced Candidate Experience
Using AI tools, you can offer a personalized candidate experience. All of us might have had a chat with some Chatbots, and in the future, it is only going to get more engaging.
4. Improved Hiring Manager Experience
AI can also benefit hiring managers by providing valuable insights and analytics on the recruitment process.
5. Reduced Bias
One of the most important benefits of AI in recruitment is its ability to reduce bias in the hiring process. By removing human decision-making from certain aspects of the recruitment process, such as resume screening and candidate scoring, AI can help eliminate unconscious biases that can influence hiring decisions.
This can help ensure a more fair and inclusive recruitment process, which can benefit employers and job seekers.
6. AI Screens and Matches Candidates
AI is taking over the recruitment landscape. HR teams can determine the quality of applicants before they appear for the interview with the help of Artificial Intelligence. AI software helps you find the best candidate matching the job description. It also considers applicants’ experience and skills per the job’s requirement.
AI screens the CVs or resumes of the applicants to find the best match for the particular position in your company. The recruitment software can automatically rank, grade, and shortlist the strongest candidate as per the skills mentioned in the job description. The software checks the CVs of the candidates against the predetermined skills in the job description.
It checks the qualities necessary for the job. Besides, talent rediscovery software also helps in effective recruitment marketing. You can know existing candidates in your company and update information about them.
Saikat Ghosh, Associate Director of HR and Business, Technource
Check out WebPipl’s applicant tracking system assisted with AI and NLP.
7. Data-Driven Decisions: Unilever’s AI Use
AI has revolutionized recruitment marketing by enabling employers to analyze large data sets, identify patterns, and make data-driven decisions. AI-powered recruitment software can streamline hiring, from posting jobs to screening resumes to scheduling interviews, saving HR/recruiting leaders valuable time and resources.
Additionally, AI can help reduce unconscious bias in recruiting by removing identifiers such as names and addresses from resumes and job applications. For example, Unilever has used AI to screen job applicants and has seen an increase in diversity, with gender-balanced hiring in managerial roles. Overall, AI in recruitment marketing helps improve efficiency and diversity in hiring, offering significant benefits to organizations.
Tarun Saha, Co-founder and CEO, StallionZo
How can AI reduce bias in recruiting?
AI in HR and recruitment can help reduce biases in recruiting by removing subjective factors that can lead to discrimination. By analyzing candidate data objectively, AI can help eliminate biases in the hiring process and identify the most qualified candidates for the role.
Here are some examples of how AI can reduce bias in recruiting:
| Example | Description |
| Blind resume screening | AI can be used to remove personal information such as names, addresses, and gender from resumes, allowing recruiters to evaluate candidates based solely on their qualifications. |
| Language processing | AI can analyze job descriptions and postings to identify any biased language and suggest changes to promote inclusivity. |
| Predictive analytics | AI can analyze candidate data to identify patterns of bias in the hiring process and provide insights to help recruiters improve their selection processes. |
As a result, AI in the recruitment market has grown significantly, and more companies are adopting AI-powered tools to reduce bias and improve their hiring outcomes.
What companies use AI for recruiting?
Several companies are using AI in their mass recruiting processes to streamline the hiring process and improve the quality of their hires. Here are some examples:
1. Hilton Worldwide
Hilton Worldwide has been using AI in its recruiting process since 2017 to screen job candidates for customer service and sales roles. They have partnered with a company called “Cammio” to use a video interviewing platform that incorporates AI to analyze candidates’ facial expressions, tone of voice, and language, to determine their level of enthusiasm, empathy, and other personality traits that are important for customer-facing roles.
2. Unilever
Unilever is a global consumer goods company. They have been known to use an AI-powered chatbot called “U-First”. This chatbot provides candidates with feedback on their performance and suggests improvement areas.
3. IBM
The recruitment division of IBM has been using “Watson Recruitment” for a while already. It can help screen candidates using natural language processing and machine learning algorithms to analyze resumes, cover letters etc.
4. Intel
The AI used by Intel for their Talent management is called “Talent Intelligence Platform”. It can analyze millions of data points from multiple sources including social media.
What are the challenges of AI in recruitment?
As AI technology continues to transform the recruitment process, it is important to also consider the challenges that come with it. While AI has the potential to improve efficiency and accuracy in hiring greatly, there are still several challenges that need to be addressed.
In this section, we will explore some of the major challenges of AI in recruitment and discuss how companies can work to mitigate these challenges.
1. Data quality and availability
One of the primary challenges of using AI in recruitment is ensuring that the data used to train and inform AI models is highly quality and free from bias. This requires access to large and diverse datasets, which can be difficult to obtain in certain industries or for certain roles.
2. Implementation and integration
Integrating AI into existing HR and recruitment processes can be a major challenge. This requires significant investment in terms of time and resources, as well as the need for technical expertise and support.
3. Trust and transparency
Many people are still skeptical of AI and may be hesitant to trust its decisions, especially when it comes to matters as important as hiring decisions. Ensuring transparency in AI algorithms and decision-making processes is crucial to building trust and adoption.
4. Legal and ethical concerns
Several legal and ethical concerns surround the use of AI in recruitment, including privacy, discrimination, and bias. HR and recruitment professionals must be vigilant in ensuring that their use of AI aligns with ethical and legal standards.
What are the future trends of AI in recruitment?
As the use of AI in recruitment continues to grow, several trends are likely to shape the future of the industry. Here are some key trends to watch:
Trend 1. The AI software market for recruiting will reach $2.1 billion by 2025
According to a report by MarketsandMarkets, the AI software market for recruiting is expected to grow from $406 million in 2018 to $2.1 billion by 2025, at a CAGR of 25.1% during the forecast period.
Trend 2. Chatbots will become more prevalent in recruitment
According to a survey by Allegis Group, 58% of job candidates would be comfortable interacting with a chatbot during the hiring process. This trend is likely to continue.
Trend 3. Predictive analytics will help recruiters make better hiring decisions
According to a study by Korn Ferry, talent acquisition leaders believe that predictive analytics will play a critical role in shaping the future of recruitment.
Trend 4. Remote hiring will become more common
According to a report by Gartner, 86% of organizations have conducted virtual interviews during the pandemic, and this trend is likely to continue in the post-pandemic world.
How WebPipl revolutionizes the recruitment and selection process using AI
Check out recruitment marketing solutions designed for tech companies.
WebPipl is a leading platform that leverages the power of AI in HR and recruitment to help organizations identify and attract the best-fit candidates. With its cutting-edge technology and advanced algorithms, WebPipl enables recruiters and HR managers to make data-driven decisions, streamline the hiring process, and reduce bias in recruiting.
The platform uses examples of AI in recruiting such as natural language processing, machine learning, and predictive analytics to help organizations identify top talent quickly and efficiently. With WebPipl, companies can improve their recruitment and selection process, save time and resources, and ultimately build a stronger, more diverse workforce.
WebPipl offers innovative solutions like iVerified for video interviewing, iLearn a platform that offers a personalized learning experience, iConsult a one-of-a-kind platform that offers instant solutions to all your technical glitches. Feel free to register as a recruiter and experience the transition we have brought to the recruitment world.
Raju Thammala is the founder of WebPipl, an AI-based recruitment company revolutionizing the tech hiring process with products like video interviews, ATS software, etc.
As CEO and founder, Raju Thammala is passionate about leveraging technology to deliver next-gen recruiting services. In his free time, Raju enjoys reading and exploring new cuisines or jet-setting to exotic destinations.