Artificial intelligence often feels like a far-fetched idea from sci-fi with uses like C-3PO. In reality, artificial intelligence is used every single day in most people’s lives with tools like Siri and programs like Pandora. AI is also used nearly every day in recruiting!
Before we look at the role that AI can take in recruiting and talent acquisition, we need to differentiate between automation, artificial intelligence, and machine learning.
Artificial intelligence is “a science like mathematics or biology. It studies ways to build intelligent programs and machines that can creatively solve problems, which has always been considered a human prerogative.” (Source)
Automation utilizes and follows rules to handle simple and straightforward tasks, but it can’t learn or react to new situations.
Whereas machine learning is “a subset of artificial intelligence that provides systems the ability to automatically learn and improve from experience without being explicitly programmed. In ML, there are different algorithms (e.g. neural networks) that help to solve problems.” (Source)
The differences between these technologies may seem small, but knowing what separates them can help you understand exactly what functions you need.
How AI and Recruiting Go Together
Since Artificial Intelligence is more of an umbrella term and study rather than a tactical tool, let’s look at where automation and machine learning can fit into a recruiter’s work day.
Automation’s usage in recruiting is fairly straightforward. Automation can give recruiters the power to automatically complete tasks like sending rejection emails or scheduling interviews. Tasks that don’t require a large amount of data or learning to complete are great candidates for automation. It’s believed that managers can spend upwards of 8 hours a week on tasks that could easily be automated. By shifting to an automation mindset, recruiters can spend less time on the tasks that don’t need their hands-on attention and more time on the tasks that do.
Since machine learning requires a certain level of data to work, searching and screening is a great place for it. ML will be able to understand the needs of a job while comparing those needs to the experiences of candidates.
What Artificial Intelligence Can’t Do
Artificial intelligence as a science is growing every day. While there’s no telling exactly where it will go, we can make some educated guesses. It’s unlikely that AI will ever reach a point where it can replace the human connection that candidates need in order to be placed successfully.
AI doesn’t work without human hands. It’s built and maintained by humans and includes all of the intricacies that come with that. While AI and machine learning can be an effective tool for limiting bias, it’s important to learn more about the neural networks of your particular tools.
And the number one thing that artificial intelligence, automation, and machine learning can’t do? Replace recruiters.
Consider the automated customer service line. If the chatbot is able to fix the problem then it’s great because you got the problem solved quickly. If you have a problem that the bot can’t understand, you’re left feeling frustrated and desperate to talk to a person. Applying automation and AI to recruiting is similar. While it can be an incredible tool when used in the right workflow, it can’t fix everything. Recruiters are simply too valuable to the hiring process to be fully replaced by artificial intelligence. But giving recruiters the power to use AI where it’s needed and focus their talents will make them unstoppable.
How to Create Your Ideal AI Recruiting Process
Make Sure You’re Using the Right Tools
Nothing is going to make you want to use new technology if it’s the wrong technology for your needs. When you’re updating your workflow to include artificial intelligence you need to be honest about what areas you need help in.
If you’re looking to optimize your resume reviewing capabilities, we have a report about exactly that!
If you’re looking to avoid the time you spend scheduling interviews, an automated calendar may be the best option!
Our team is always ready to help you take a look at your workflow and see where you can optimize with artificial intelligence.
A really powerful way to see how AI can affect recruiting is to run a side-by-side comparison. Run a task that you do on a regular basis as you traditionally would and then run it with an AI tool. What differences do you see? Does the tool provide anything that you’re not able to do without it? What problems do you think may arise with the regular use of the new tool?
By comparing the workflows side-by-side you’ll be able to see how the right AI can help!
You don’t need to immediately decide to let automation and machine learning take over a vast portion of your job. Easing in to using new technologies can help you better make lasting change. If there is a small task that you can comfortably hand over to automation, give it a shot! (Scheduling meetings is often a good place to start.) As you get comfortable with the role technology can play, you can introduce it to more complex tasks.