AI in Recruitment

AI in recruitment is the application of artificial intelligence to the talent procurement process, where machine learning can learn to shortlist your ideal candidate and automate manual tasks.

 

How can AI help employers transform how they attract, hire and retain talent?

 

AI technology is intended to streamline or automate a portion of the recruiting workflow, particularly high-volume, repetitive duties. For instance, software that applies machine learning to resumes in order to automatically screen candidates, or software that conducts sentiment analysis on job descriptions in order to identify potentially biassed language.

Additionally, AI recruitment software uses data sets to generate insights about your talent pool. Recruiters can benefit from impartial screening to reduce bias, as well as visibility into successful candidates who have remained with the organisation.

 

Benefits of AI in recruitment

 

Reduce recruitment time

The recruitment process can take an average of 42 days, depending on factors such as industry, location, skill requirement and level of experience. Highly competitive industries and leadership positions, such as that of financial director or CFO, will typically have a longer recruitment process.

AI is revolutionising recruitment by reducing the time it takes to shortlist candidates and conduct interviews. Recruiters and employers can leverage AI to automate tasks and reduce manual tasks, such as candidate screening, to speed up the process. For example, the early stages of recruiting can be carried out by AI, including automating responses to applications and processing data.

Developing a candidate tracking system with the help of AI can also streamline each stage of the recruitment process and improve communication. Utilising AI can also help employers avoid missing out on the best talent by speeding up the recruitment process to keep candidates engaged.

When the recruitment process takes too long, employers risk losing candidates to other opportunities with other organisations. The best candidates simply disappear when they get a job offer from another company that is able to move faster.

AI can save time in different parts of the recruitment process, especially with writing text, analysing candidates, and when communicating with them.

With recommendations from AI, you can contact the most suitable candidates first and fill the open position faster.

AI can also be used 24/7 to track applications and rank candidates promptly to streamline the recruitment process.

Last but not least, by automating manual work in the recruitment process, you have more time to focus on what matters the most: the people.

 

Identify best candidates

AI is revolutionising recruitment by enabling companies to quickly screen CVs to identify the best candidates that match the job description.

AI software can assess the relevant data on CVs to determine whether the candidate’s skills and experience match the job description. More intelligent AI can also be utilised to identify candidates’ soft skills to determine whether they will fit the company’s culture.

Utilising AI will streamline candidate selection and the interview process for greater candidate satisfaction and better results. AI can improve productivity and lead to higher employee retention by identifying the most suitable candidates.

 

Avoid overlooking candidates

Recruiters typically search for candidates from a database using certain keywords. This creates a risk of strong candidates being overlooked if they don’t appear in these search results; these candidates may have the right experience or skills for the position but haven’t used the “right” keywords in their CV, so the recruiter won’t find them, or won’t find them quickly enough.

AI can help review candidates without relying on keywords. Instead, it can look at candidates’ documents as a whole and see the expertise and skills behind the individual words being used. Thus, AI can assist in ensuring that no candidate is accidentally overlooked.

 

Improve the employer brand

Competition for the best candidates means every part of the recruitment process should be optimised. Positive communication with job candidates significantly improves candidate experience and ultimately enhances your overall employer brand.

In particular, shorter response times to candidates awaiting a recruiting decision can help improve candidate experience and impression of the organisation. But internal resourcing and time demands on the inhouse team often mean communications are not prioritised or optimised for full potential.

With AI, employers can communicate with job candidates even when dealing with thousands of applicants every year.

Integrating AI into the recruitment process utilising chatbots and language processing tools can boost communication and increase candidate engagement. AI chatbots can answer candidate questions automatically. Natural Language Processing technology (NLP) can help give personalised feedback to each candidate and AI matching can recommend the most suitable positions for candidates even before you talk with them.

AI is also helping to boost efficiency in recruitment and improve communication by eliminating errors and decreasing hiring time.
Better communication includes providing candidates with feedback on their application process and enabling them with ways to contact the agency or company for more information. Maintaining communication throughout the recruitment process makes both candidates and the company feel valued, leading to increase engagement.

 

Optimise onboarding

The potential of automation and AI doesn’t end with recruitment. It can also streamline the onboarding process by transforming it into a 24/7 system utilising chatbots to provide automated answers to common questions and offer guidance. This automated onboarding lowers onboarding costs and frees up the time of other employees.

AI software has the potential to standardise the onboarding process, and enable it to adapt to the specific requirements of employers while continuing to deliver consistent results. It can be personalised to specific companies by easily integrating into existing marketing and recruitment activity. AI also creates a consistent tone across all messaging, including creating custom messages that can be used as auto-responses for applicant enquiries.

 

Tackle bias in recruitment

While employers are increasingly taking a proactive approach to addressing bian in the recruitment process, it remains a constant risk imply due to human nature. For example, recruiter A could hire a candidate that recruiter B would not even invite to a job interview. A lot of recruitment is done based on subconscious thoughts, preferences, feelings, and the criteria are often quite arbitrary.

AI can help in determining unbiased criteria for a candidate. AI can help bring an unbiased view to the recruitment process. For example, AI can help recognise what type of a candidate would fit the team and what skills the team lacks or suggest how good a fit a candidate is for a certain position.

 

Appeal to the best candidates

Standing out and attracting the most suitable candidate is an important goal for any organisation. Job adverts, for example, play an important role in communicating key messages about the role, the organisation and the type of candidate being sought.

But what if the ad doesn’t give the right impression? The result can be a high volume of unsuitable applications, which still have to be processed – effectively creating more work and fewer quality candidates.

AI can help you by giving tips for writing the job ad, or even write the job ad for you. Also, chatbots and matching technology can be used for directing candidates to apply for relevant jobs and also do the pre-screening on your behalf.

 

Recruit for hidden roles

With AI Chatbot, you can hire candidates also for hidden roles. AI chatbot can enable an opportunity to offer hidden positions to candidates that meet certain criteria. In other words, it empowers a company to hire candidates also for secret projects without revealing what kind of positions are open. For example, Company A needs a cybersecurity professional, but it does not advertise such a position publicly. However, if a potential candidate were to chat with an AI chatbot and show his or her ability to succeed in a cybersecurity role, the bot can inform the company about the candidate. In the best case scenario, the candidate can agree to an interview with the company through the chatbot.

 

Reduce the risk of error

Mistakes, particularly with data, can delay the recruitment process by weeks. Recruiting involves processing large volumes of data, including line-by-line data. This data comes from CVs, cover letters, and candidate tasks.

AI is transforming this aspect of recruitment by accurately processing large sets of data and performing relevant data-driven tasks.

Recruitment agencies are using AI to assess candidates, including automating background checking and cross-referencing CVs with the job description.

 

Risks of using AI in recruitment

 

AI requires a lot of data

In general, AI requires a lot of data to learn how to accurately mimic human intelligence.
For example, AI that uses machine learning needs a lot of data to learn how to screen resumes as accurately as a human recruiter. This can mean several hundreds to several thousands of resumes for a specific role.

 

AI can learn human biases

AI for recruiting promises to reduce unconscious bias by ignoring information such as a candidate’s age, gender, and race. However, AI is trained to find patterns in previous behaviour. That means that any human bias that may already be in your recruiting process – even if it’s unconscious – could be learned by AI if developed without due diligence. To avoid replicating any biases that may already exist, make sure the AI software vendor you use has taken steps to ensure that their AI is developed and continually monitored for any patterns of potential bias (e.g., only hiring graduates from a certain college).

 

Skepticism of new technology

HR professionals are often bombarded with the latest and greatest trend that disappears just as quickly. Understandably, recruiting and talent acquisition leaders can be skeptical of any technology that promises to make their jobs easier and that can enhance the capabilities of their HR ecosystem. They want to be sure that any software that will automate one of their tasks is going to be able to do as good of a job as they can.

 

Need Assistance?

 

For expert advice, contact our HR specialists.

 

AI in recruitment FAQs

 

How AI is used in recruitment?

Artificial intelligence is being adopted to automate time-consuming, repetitive tasks within recruitment, while offering personalisation and data insights throughout the hiring process.

 

What are the advantages of using AI in recruitment?

The benefits of using AI in recruitment include reducing recruitment leadtimes, improving the quality and objectivity of recruitment, and attracting the right candidates and fewer irrelevant applications.

 

What is AI in recruitment, and how does it work?

AI in recruitment refers to the use of artificial intelligence technologies to streamline and enhance various stages of the hiring process. This includes tasks such as screening CVs, assessing candidate suitability, and automating repetitive tasks. AI can analyse vast amounts of data quickly, helping employers make more informed decisions.

 

Is AI in recruitment legal in the UK?

AI in recruitment is legal in the UK, but it must comply with UK laws, including the General Data Protection Regulation (GDPR). Employers need to ensure that AI systems are transparent, fair, and non-discriminatory. It’s crucial to be aware of the legal implications and ensure that AI tools are used ethically.

 

Can AI replace human recruiters?

AI can automate many tasks traditionally performed by human recruiters, such as initial screening and interview scheduling. However, it is not a complete replacement. Human insight is still essential for tasks that require empathy, cultural fit assessment, and final decision-making. AI is best used as a tool to support, rather than replace, human recruiters.

 

How can AI help improve diversity in recruitment?

AI can help improve diversity by reducing unconscious bias in the recruitment process. When designed and used correctly, AI tools can focus on objective criteria such as skills and experience, rather than factors that might introduce bias, such as a candidate’s name, gender, or educational background. However, it’s important to ensure that the AI itself is free from bias.

 

What are the potential downsides of using AI in recruitment?

While AI offers many benefits, there are potential downsides, including the risk of perpetuating existing biases if the AI is not properly calibrated. There is also concern about over-reliance on AI, which could lead to overlooking qualified candidates who do not fit the AI’s criteria. Employers should use AI as a complementary tool and regularly review its impact.

 

How can UK employers ensure they are using AI ethically in recruitment?

To use AI ethically, UK employers should ensure transparency in how AI is used in the recruitment process. This includes informing candidates that AI is being used, regularly auditing AI tools for bias, and maintaining human oversight in final hiring decisions. Employers should also stay updated on UK regulations and best practices related to AI.

 

What are the best AI tools for recruitment in the UK?

There are several AI tools available that cater to different aspects of the recruitment process. Some popular options include platforms that specialise in CV screening, candidate matching, and interview scheduling. Employers should select tools that are well-regarded in the UK market and ensure they are compliant with local regulations.

 

Will AI make the recruitment process faster?

AI can significantly speed up the recruitment process by automating time-consuming tasks like CV screening, candidate shortlisting, and interview scheduling. This allows recruiters to focus on more strategic aspects of the hiring process, reducing the overall time-to-hire.

 

How does AI handle data privacy in recruitment?

AI systems used in recruitment must comply with GDPR, which governs data privacy in the UK. Employers need to ensure that AI tools only use necessary candidate data, protect that data from unauthorised access, and allow candidates to exercise their rights under GDPR. It’s important to work with AI providers that prioritise data security and privacy.

 

Can small businesses in the UK benefit from AI in recruitment?

AI can be particularly beneficial for small businesses by reducing the time and resources spent on hiring. AI tools can help small businesses compete with larger companies by enabling them to identify and attract top talent more efficiently. There are scalable AI solutions available that cater specifically to the needs of smaller enterprises.

 

Glossary

 

 

Term	Definition
AI (Artificial Intelligence)	The simulation of human intelligence processes by machines, especially computer systems, used to automate tasks.
Bias	A tendency to favour certain outcomes or individuals based on subjective criteria, which can be present in AI algorithms.
CV (Curriculum Vitae)	A detailed document outlining an individual’s professional experience, education, skills, and achievements, used in recruitment.
Data-Driven Decision-Making	The process of making decisions based on data analysis and interpretation, often enhanced by AI tools.
Diversity and Inclusion	The practice of ensuring a variety of backgrounds, perspectives, and demographics are represented and valued in a workplace.
Ethical AI	The use of AI systems in a manner that is fair, transparent, and respectful of human rights and privacy.
GDPR (General Data Protection Regulation)	A legal framework that sets guidelines for the collection and processing of personal information from individuals within the UK and EU.
Human Oversight	The involvement of human judgement and supervision in processes that are partially or fully automated by AI.
Recruitment Process	The overall method of identifying, attracting, interviewing, and hiring employees.
Transparency	The practice of making the functioning, decisions, and data use of AI systems clear and understandable to all stakeholders.
Unconscious Bias	Social stereotypes about certain groups of people that individuals form outside their conscious awareness, potentially affecting AI outcomes.
UK-Specific Regulations	Laws and guidelines specific to the United Kingdom that govern the use of AI, particularly in recruitment.