AI and automation are two technologies that have remarkably simplified hiring. These softwares take minutes to screen CVs; are intelligent to find best talent; and hire without bias. The company, as a result, saves time and costs and gets the best talent. 

This article explains in detail the role of AI and automation in recruitment. Additionally, you would also learn that such technologies, though replacing humans in some tasks, actually add more to the human-element in recruitment.

AI and automation, what’s that?

Both AI and automation creates softwares that can do things just like humans. 

Generally, AI and automation could be thought of as a single technology. The only difference between the two is that automation is non-intelligent and relies on human code. AI, on the other hand, learns on its own (from the datasets) without requiring humans to jot down every detail for them.

How AI and automation makes hiring easy?

In HR, AI and automation provides the following benefits:

• Saves time
• Saves money
• Finds best talent match
• Removes human bias

1. Saves time

AI technology speeds up the hiring process by handling repetitive tasks such as CV screening and interview scheduling.

It does so by automating the manual tasks with softwares that perform more efficiently than humans. 

A rough estimate of 24 hrs is expected to be saved per hire when using AI in recruiting. 

How does recruitment AI add to the human element in HR?

With this benefit, recruitment technology enables HR to focus more on human-centered tasks such as interacting with candidates and making hiring decisions.

2. Saves money

As good as recruitment AI saves a company’s hiring time, it also saves cost per hire. This can happen in two ways:

First, AI technology is efficient and reduces the need for expansion of the HR team. Following this, talent experts say they are likely to keep HR teams the same size for double hiring volumes in the coming year.

Additionally, recruitment technology is accurate, meaning it finds best talent leading to quality, and happier employees who are less likely to turnover. Survey results state that hires matched by AI were 35% less likely to leave their employers due to accurate job-fit.

3. Finds best talent match

When you receive a pool of CVs from a job advertisement, or you want to reach passive candidates, recruitment AI takes care of finding the best talent for you. 

It uses software that’s trained on example data that represent various quality hires. Thus it’s able to qualify best candidates based on a mix of qualities. It fetches candidates data from the received CVs, professional accounts, or job sites, and estimates which candidate best matches the required position.

Recruitment AI also measures which candidates will stay longer with the organization, or how much revenue will be generated per employee. 

4. Removes human bias

Though challenging, AI technology presents a better avenue to mitigate human bias from the hiring process.

Human bias in recruitment could be conscious or unconscious. It’s the false judgment about candidates based on differentiating factors such as age, gender, or ethnicity.

Vendors have put special attention to engineer datasets that ignore ethnicity factors, as well as some other factors that can lead to biased hiring. For example, in the absence of factors such as age and gender, an AI could still be learning to prefer candidates from a certain college. This is because it learned this trend from the dataset it was fed.

Hence, when considering recruitment AI, it’s important to inspect your dataset for patterns that could lead the AI to biased hiring decisions.