Artificial Intelligence is taking the recruiting world by storm. With the help of AI recruitment tools, recruiters are completing hours of work in a matter of minutes or even seconds. AI is credited with simplifying processes across almost all industries, and it’s no surprise that such advancements would raise one big question: Will this technology replace humans? 

The answer is no. There are recruiters who fear that AI recruitment tools would abolish the need for them to source talent and analyze resumes. However, we must first establish that the recruitment process involves more than just receiving and reviewing applications. The most pressing responsibilities of recruiters cannot be automated.  

How does AI support the role of human recruiters?

A regular corporate job opening receives an average of about 250 applications. In October 2018 alone, Amazon was hit with a record wave of 850,000 applications for hourly positions. Despite the large volume of applicants for any job, the number of best-fit resumes is small. Only a handful get called in for an interview.

Hiring more recruiters to sift through less than stellar resumes isn’t an efficient process. It dampens their productivity with excessive repetition that doesn’t always show results.

Candidates now have more control over their employment choices, so employers need recruiters more than ever to carry out hiring strategies. The key to attracting the right candidates is building a strong employer brand and perfect candidate experience. AI can’t do that, but recruiters can if AI helps them take care of the repetitive tasks. 
 

A Narrower Focus On Best-Fits

A repetitive workflow is a recruiters’ routine of searching up keywords and spending hours scrolling through unranked lists of candidate profiles. Search results are usually extensive with most of them falling far from what is desired. AI recruitment tools automate this workflow and widens the sweep of talent pools by suggesting more keywords related to a particular title or skill. Candidates are then ranked according to relevance. This gives recruiters more time to analyze top candidate profiles with stronger correlations to the needs of the role.

No Candidates Are Left Out

Candidates fear that AI recruitment tools would reduce their qualifications to keywords. However, sifting through large volumes of applications only gives recruiters about 6 seconds to look at a resume before deciding if it should be rejected or not. According to 79% of HR managers, at least half of the resumes received come from unqualified candidates. AI screening aims to prevent recruiter burnouts and unconscious bias that could lead to the unfair judgment of a candidate’s capabilities. It also ensures that resumes are not left untouched just because there isn’t enough manpower to sort through them. 

Hiretual Resume Parsing

Building Better Candidate Relationships

When job seekers decide who they want to work for, candidate experience has become a distinguishing factor. More than 67% of working American adults believe that a better application, interview, or job offer process will push them to consider one company over another. With AI recruitment tools reducing manual workload, they can now focus on improving their engagement with active and passive candidates. Recruiters don’t need to spread themselves thin when it comes to scheduling and conducting interviews. Instead, they can increase the quality of hire by focusing on the communication process – crafting valuable emails, asking better questions and fostering mutual understanding between companies and applicants. 

Without AI, recruiters would not be able to source for passive candidates across social media and professional platforms unless they take absurd amounts of time. Sourcing technology gives hiring teams the leeway to refresh the way they poach employed candidates. Making a crucial leadership hire without a posted requisition doesn’t come easy – it takes focus and effort to engage and nurture a job prospect the right way. 

AI recruitment tools don’t remove human recruiters out of the equation. Instead, it helps recruiters carry out certain tasks with speed and accuracy for the sake of a stronger human instinct in the decision-making process. 

The value of effective recruitment doesn’t come from the number of screened resumes and profiles. It comes from genuine connections made with candidates that can’t be done without a human being’s full effort and attention.