Did you know that experts estimate a global talent deficit of 85.2 million workers by 2030? Over the next decade, companies across industries will continue to feel the impact of this deficit and require more innovative tech that streamline their hiring process to remain competitive in the talent market.
The introduction of AI and recruitment automation software in the talent acquisition space and has helped TA teams at enterprise orgs speed up the hiring and recruiting process.
After all, these systems can collect and sort through data quickly, saving you the manual effort of sourcing candidates, sifting through applications, screening applicants, interviews scheduling, and emailing back and forth with both job seekers and internal hiring team members constantly.
In turn, this accelerated, more efficient work means a gradually improving time-to-hire average and an ability to focus on candidate engagement and building relationships with prospective hires.
That said, not all artificial intelligence and recruitment automation software solutions are suitable for your org’s distinct needs.
In fact, in recent years, 88% of employers claim talent acquisition technology — including their applicant tracking systems (ATS) and candidate relationship management (CRM) platforms — dismissed qualified candidates because they didn’t precisely match the job description criteria.
While there are countless recruitment tools on the market, with the average org using 10 or more tools, it’s important to know how to best leverage the right solutions for your business so your TA tech stack can capably take on time-intensive recruiting tasks for your talent specialists.
That’s why it’s crucial to learn more about recruiting automation and vet your AI and recruitment automation vendor shortlist to ensure your C-suite invests in the right solution for your company.
4 benefits of recruitment automation tools with artificial intelligence capabilities
Before committing to a platform, dig deeper into technical capabilities and the org’s ethos.
You and your hiring stakeholders must ask yourselves, “Do they incorporate AI into their philosophy? And do the features within their platform actively advance our talent acquisition processes?”
Simply put, you need a strategic and technically sound solution that integrates with your applicant tracking system, streamlines your candidate screening and nurturing, and — at the end of the day, bolsters your high-volume hiring strategy, and helps you fill open positions quickly and efficiently.
Here are four questions to ask yourself when scoping AI and recruitment automation software.
1) Does it help remove mundane tasks?
On average, managers spend around eight hours of their working week on repetitive administration tasks. Though a quarter of surveyed managers say this is closer to four hours per working day.
This is an excessive amount of time wasted. Time that your recruitment teams could spend on more value-driven tasks, such as interviewing candidates. So, when choosing recruitment software, see whether it’ll ease the time-consuming nature of tasks such as:
Pre-screening and screening
Vetting your applicants is an integral part of the hiring process. But, manually, it can eat into your time. Ideally, your recruitment software should leverage AI that:
- Screens candidates seamlessly. Avoid wasting your time manually screening candidates. Leverage technology that helps identify candidates that will make a good fit and those that won’t.
- Enhances the human aspect of hiring. This means communicating with your candidates where they’re most comfortable. For example, through ongoing, automated text messages. These text bots can learn from real conversations with candidates and change their messaging accordingly.
- Offers video screening. If you lack the time for a phone screening, but you’d still like to hear your candidate, your recruiting technology should offer on-demand video screening. This permits candidates to answer your screening questions without anyone else present. You can access these videos in your own time, or view them with your hiring team.
Interviewing
The average interview lasts between 30 minutes to an hour. When you add up the number of interviews you’re likely to conduct, this can eat into a large amount of time.
AI video interviewing capabilities carefully analyze your candidates’ facial expressions and verbal responses. This may be useful for job roles in customer service or healthcare, where friendliness and empathy are crucial qualities to look out for.
When the interview’s complete, AI then scores each candidate’s performance.
That said, don’t solely rely on AI-driven interviews. Instead, choose software that blends efficient AI capabilities with your own indispensable human expertise.
Capabilities to look out for include:
- Calendar syncing. Avoid endless back-and-forth emails and compile your hiring teams’ calendars together into one view. That way, you can schedule interviews at speed.
- Self-scheduling. Automated scheduling encourages your candidates to book interview times that suit them. It also ensures you don’t lose interview requests in your disparate inboxes.
- Consolidation of interviewer feedback. Certain recruiting software allows your team to rank candidates based on set criteria, which you can then review and compare after the interview.
Candidate Sourcing
Wouldn’t it be nice to click one button and post your applications to multiple job sites at once? When choosing recruiting software, ID capabilities that’ll make job posting as easy as possible.
Automated candidate sourcing enables you to create one job opening and post it to all of your select job boards and social media channels. It really is a case of one click and you’re done.
And, if you’re unsure which job boards to post to, AI can offer some data-driven insights. Some recruitment systems will offer audience targeting functions, such as automatically allocating budget spending to job boards that produce the best results.
2) Does it mitigate conscious and unconscious biases?
Diversity, equity and inclusion are not only important for your employees and culture, they can also increase your financial performance.
But, while most orgs are on the same page in regards to hiring more diverse recruits, no one is immune from unconscious and conscious bias. Particularly during the talent acquisition process.
Workplace training can do a lot to educate recruiters on identifying and tackling this bias. But, to add an extra layer of confidence, you should adopt tools that actively mitigate bias.
As such, ensure your recruiting technology of choice:
- Scrubs data around race, gender, and age. This will allow the screening process to focus solely on a candidate’s job history and skills. (Not superficial qualities that don’t contribute to their job suitability.)
- Uses AI-driven job description graders. This identifies potential issues in your wording and can help you avoid any exclusionary messages and negative sentiments.
- Offers candidate matching. AI and machine learning are much less biased than your human talent acquisition team. Using candidate matching tools, you can ensure your recruiters focus on candidate skills alone in the early stages of selection.
- Approaches bias mitigation with caution. Your recruitment software of choice should be able to prove that they follow a stringent framework that mitigates bias appropriately.
3) Does it reveal and engage qualified candidates quickly?
Skills shortages are at a 10-year high in the U.S. This makes the need for identifying qualified candidates with AI-powered and automated recruitment software more important than ever.
If you’re incapable of engaging with top-quality candidates expeditiously (and from a single platform, not several disparate recruiting tools), the chances are your competitors will beat you to it.
Your recruiting software should help you fill roles quickly, using a mixture of the following:
Engagement Scoring
Sophisticated tools will measure the engagement levels of your candidates and highlight candidates with the most interest. This will help you weed out any candidates who don’t feel like a right culture fit. For example, it can rank a candidate lower who responds to an interview request later than expected.
Zero-Click Sourcing
Intelligent zero-click sourcing tools can save your talent acquisition team upwards of 30% of their time. How? By finding candidates within your CRM, analyzing them against your job descriptions, and ranking them against one another.
As it’s all automated, your recruitment team will be able to spend valuable time nurturing candidates. Once the tool surfaces the appropriate candidates, it automatically sends out job alerts and application details.
Intelligent Messaging
Response rates for text messages are over seven times higher than email, with respondents often replying within 90 seconds. This is a key area your recruitment teams should utilize.
Intelligent messaging, such as SMS text messages, can engage candidates without any intervention.
Ultimately, this means you can screen candidates even when your talent acquisition team is off the clock. And, if your candidates have any basic questions about the job role or the interview process itself, AI text bots can send instant personalized answers.
4) Does it encourage better hiring decision-making?
Does your hiring team suffer from indecisiveness? It’s a common problem among hiring teams, with three in four hiring managers acting slowly. Time is critical when acquiring talent. In fact, more decisive recruiters end up hiring 10% more quality candidates.
That said, you don’t want to rush into hiring someone who ends up being the wrong fit altogether. This is where AI insights can boost your decision-making process and cut the time-consuming process of candidate evaluation.
Candidate matching allows you to scope out your passive and active talent pools for candidates that meet your specific job requirements. This prioritizes the best your candidate pool has to offer and will cut down the number of applicants you need to scrutinize more closely.
Choosing your AI and recruitment automation software: A hiring team decision
So, you’ve asked key questions about your recruitment software’s AI and automation features. But, is this enough on its own to inform your choice? Of course not. To ensure you make the right decision, it’s critical you sift through user reviews.
Keep an eye on the businesses using the software. Do your competitors use the tool? And what do they say about it? How many negative reviews are there, and do they outweigh the positive reviews?
If you’re able to extract real-world benefits, this will help you make a more educated decision.
It’ll also give you extra ammunition when it comes to presenting a business case for your AI and automation recruitment software.
The mass number of American employees quitting their jobs isn’t settling down any time soon. That means your hiring teams have to work harder, not only to source new candidates, but to attract and engage them quickly.
In today’s competitive job market, your recruitment teams require an AI and automation solution that boosts their manual efforts. The faster your time-to-hire rates, the better.
That’s why you must be picky when choosing recruitment software with the right combination of AI and automation. With so many options out there, shiny functions and jargon shouldn’t sway you.
In order to pick a solution that benefits your overall hiring and recruitment processes, you’ll need to make sure each AI and automation feature aligns with your talent acquisition needs.
So, choose wisely. The right decision will reward your recruitment efforts handsomely in the future.
Looking for new recruitment automation software to incorporate in your talent acquisition team’s tech stack? Look no further than Jobvite’s advanced ATS for enterprises like yours.
