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Three ways AI is transforming the hiring process

4 May 2018 By Gavin White

Gavin White explains how cutting-edge technology is enabling recruiters to become faster and more efficient

In the recruitment industry, the increased use of the internet of things (IoT) and artificial intelligence (AI) is allowing recruiters to be more swift, productive and efficient when screening and hiring new candidates. And as we begin to welcome industry 5.0, we should only expect to see humans combining their skills with those of smart systems even more than they currently are.

Here are three ways you should be using technology to enhance your hiring process:

AI in recruitment

More and more recruitment companies are looking to adopt AI technology into their hiring processes to identify the best candidates. 

One of the most valuable aspects of AI technology is that it has the capacity to work much faster than recruiters can. Perhaps the most important benefit is that the risk of any unconscious bias from the recruiter is notably reduced. Instead, AI and recruiters are able to combine skillsets to ensure that the focus is on the applicant’s experience, allowing the best candidates to stand out.       

The use of chatbot technology is on the rise in many industries and bots have been found to save 75 per cent of companies’ time. In the recruitment sector, chatbot technology is invaluable: it can handle day-to-day hiring tasks, allowing the recruiter to focus on activities that only a human has the capacity to do. 

To keep up with the rise of AI in recruitment, recruiters and AI need to be able to work together. For example, recruiters should encourage applicants to make their qualifications and relevant skills stand out on their CV, so that AI technology can immediately identify whether they’re suitable for the position.

Targeted social media screening

If you’re a recruiter, it’s likely that you’re familiar with screening candidates via social media – and advising that they clean up their profiles to increase their hiring chances. In fact, research has found that 70 per cent of employers use social media to screen prospective candidates.

Signs of a talented and promising candidate could include: 

  • conducting themselves professionally online, using their social media profiles to highlight their personal brand;
  • regularly sharing industry-related content on their social media feeds; and
  • actively engaging with fellow industry folk colleagues and brands online, displaying a genuine interest. 

Industry 5.0

The most recent industrial revolution – known to many as industry 4.0 or the fourth industrial revolution – focuses on the integration of intelligent cyber-systems. Ultimately, it enables machines to work alongside humans to solve problems and make decisions through the integration of IoT and AI. 

However, industry 5.0 is already on the horizon and it’s expected to return to an emphasis on the value of human intelligence, and place a focus on the ‘human touch’ that recruiters can offer candidates but AI can’t. 

When industry 5.0 starts being put into place, recruiters should prepare for the hiring process to speed up significantly, because of how much humans and smart systems will be working together. The human ability to recognise and relate to certain behaviours and emotions, combined with the accuracy of AI, means that you’ll be able to screen and recruit the most suitable candidate within minutes.

There’s no doubt that technology is already making a significant impact on productivity and speed in the recruitment industry – and this is only expected to increase with the continued advance of AI and IoT. Furthermore, if industry 5.0 develops as it’s predicted to, recruiters should be prepared to work even more closely with smart systems to continue transforming the hiring process.

Gavin White is managing director at Autotech Recruit

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