With the future of work trending more towards remote and digital, recruitment divisions are overloaded with applications. For hiring managers, the hardest part of the recruitment process is trying to identify the right candidate from a large candidate pool. Even though AI does not make decisions for recruiters, it analyses data and provides insights that make recruiters’ decisions more efficient.
Why use AI?
Recruiters source and screen the most suitable applicants with the help of Artificial Intelligence. Specifically, Crystal AI, through AI, NLP, and ML, enables recruiters to assess the candidate’s education level, job experience, skills, and cover letters.
Crystal AI, who can search through millions of data in mere minutes, uses a full CV to match to a detailed job description. She does not use keywords or simple job titles; instead, she processes a full CV and matches it to what an employer is looking for.
How does it help?
AI helps improve quality of hire
Artificial intelligence in recruitment can spot the candidates that best match the job requirements and screen out unqualified applicants. This helps HR specialists focus on the top talent, choose the best candidate and, ultimately, reduce employee turnover.
Automates high-volume tasks
One very common problem in hiring is that the recruitment process lasts too long. Top candidates disappear when they get a job offer from another company that moves faster. So it can save time in different parts of the recruitment process, especially in analysing and communicating with candidates.
Reduces bias in the hiring process
Implementing AI recruitment software can help build more diverse teams as it will analyse candidates based on qualification and leave demographic factors out of the decision of whom to hire.
AI reduces time and cost
Hiring is a cost activity – there is an associated cost per hire which includes advertising the opening, the time cost of an internal recruiter and their assistant in reviewing resumes and performing other recruitment tasks, the time cost of the person conducting the interviews, background checks, and pre-employment tests. Therefore, recruiting AI automates tasks by doing time-consuming manual work, and lets recruiters focus on fewer tasks reducing the costs.
AI does have its limitations
Artificial intelligence adds significant value to recruiting operations. However, there is a misconception that AI is designed to replace recruiters completely by automizing the entire hiring process. It is therefore important to understand that despite the usefulness and prevalence of Artificial Intelligence in the hiring process, the technology will not replace hiring professionals.
In the hiring process, Artificial Intelligence can screen qualified resumes. However, resumes don’t represent everything and don’t reflect candidates’ deeper qualities. Recruiters can better understand candidates through communication and in-person meetings by taking various emotional and situational behaviours into account.
