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The Future Of AI For Recruiting New Hires

Posted by Leslie Ruhland on Sep 14, 2018 12:22:26 PM
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Artificial Intelligence, or AI, is the coming wave of technology for HR functions, especially in the realm of hiring. But are organizations ready to fully embrace AI and it's implications?

The-Future-Of-AI-For-Recruiting-New-Hires

 

Businesses use AI for recruiting by applying artificial intelligence technology, such learning or problem-solving, to various recruitment functions. AI is not intended to wholly replace the recruiting and hiring process, but the technology is designed to streamline or automate some part of the workflow, especially the time-consuming, repetitive, and high-volume tasks.

Tasks that can be accomplished with machine learning software include scanning resumes to auto-screening candidates and analyzing job descriptions to identify potentially biased language. 

The Advent of AI for Recruiting

While it is still in a state of "infancy" in terms of being embraced by organizations, the trend is growing and it seems to be the future of recruiting. In fact, in a practical sense, AI for recruiting is already here.

According to recruiting expert Katrina Kibben,

Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing and assessments – will largely become automated.

So, how do recruiters and HR staff feel about AI for recruiting? This infographic from Ideal.com highlights a number of significant statistics.

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AI Promises to Increase Cost-Effectiveness and Efficiency

Two of the major benefits promised by the advent of AI for recruiting processes involve saving money. This can be accomplished with increased cost-effectiveness and efficiency. This is significant since many HR and recruiting staff indicate that, while their hiring volume is increasing, their recruiting teams are either staying the same size or even getting smaller.

What this means, of course, is that HR staff will be expected to  “do more with less.”

According to one source,

"Manually screening resumes is still the most time-consuming part of recruiting, especially when 75% to 88% of the resumes received for a role are unqualified. Screening resumes and shortlisting candidates to interview is estimated to take 23 hours of a recruiter’s time for a single hire."

Another advantage in accelerating these recruiting functions through automation is that by reducing the time-to-hire, businesses are less likely to lose quality talent to competitors. And, in the current job market environment, the competition is real.

Another Advantage of AI for Recruiting

A beneficial aspect of using AI for recruiting is its ability to use data to standardize the process for matching a candidates’ experience, knowledge, and skills to specific job requirements. One of the advantages of a higher quality matching function is increased employee satisfaction and productivity, which results in much lower turnover.

According to Ideal.com, companies who have begun to use AI-powered recruiting software have seen their 'cost per screen' reduced by 75 percent, with their 'revenue per employee' improved by 4 percent, and their employee turnover has decreased by 35 percent. All of which they have attributed to their improved prospect/job matching capability with AI software.

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The Concerns of AI for Recruiting

Generally speaking, AI technology uses large quantities of data to learn how to accurately mimic human intelligence. This means that, for most applications, ramp up time can be quite extensive. When it comes to screening resumes, for example, AI software using machine learning requires data to learn how to screen resumes as accurately as an HR professional.

The downside for some businesses is that this can require data from several hundreds to even several thousands of resumes just for one specific position. In addition, AI and machine learning are susceptible to "garbage in, garbage out" data issues such human biases inherent in existing hiring practices.

This is because AI "learns" by finding patterns in previous behavior. As a result, any human bias that may already be in a company's recruiting process can be learned by AI.

Another issue for HR recruiters considering AI and machine learning is skepticism combined with a real fear of de-humanizing the hiring process. Because so many promises are made for software, a bit of cynicism is warranted, although the current trend seems to support the claims of AI for recruiting.

As for the human side of finding and hiring new employees, it is not likely that machines will ever fully replace humans in this process. Face-to-face interviews and all the nuances that are inherent in the process cannot be replicated with software.

Your Partners for HR and Workforce Management

Along with making wise hiring decisions, a key strategy for reducing overhead, employee costs, and streamlining operations is to outsource many of the time consuming and labor intensive processes. For most businesses, the most strategic option is to outsource their payroll management functions.

A professional agency such a Accuchex can provide much-needed help with Human Resources needs and questions. Accuchex is a full spectrum Payroll Management Services provider offering expertise in Time Management, Insurance and Retirement issues, as well.

If you are looking for reliable resource for your HR issues, we can help. Get your Free Download: Payroll Outsourcing Guide to help you make an informed decision, or call Accuchex Payroll Management Services at 877-422-2824.

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Topics: recruiting and hiring, hiring trends, new hire, AI, machine learning

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