In the latter half of 2023, the use of artificial intelligence (AI) is ubiquitous in many industries most notably healthcare and education. However, an industry that may not instantly spring to mind for AI usage is recruiting and staffing. Today we will outline just how effective AI can be in streamlining a recruiter’s workflow as well as some challenges to look out for when over-relying on these artificial assistants.
Benefits of AI in Staffing and Recruiting:
- Efficiency: AI can make daily manual tasks that recruiters spend too much time on (screening resumes, sending emails, scheduling correspondence) automated. This frees up hours in the day that can now be spent on more key tasks that require critical thinking.
- Improved Candidate Search: Instead of a recruiter manually looking through a candidate’s resume for educational level and skill set, AI can rapidly run through a resume/profile and present qualified candidates instantly based on the parameters you provide.
- 24/7 Employee: The great thing about AI is they don’t require the essentials that we do; you don’t need to let AI rest, eat, or give them PTO 2 weeks a year. So recruiting firms essentially have a 24/7/365 employee who will always be searching for potential candidates and opportunities.
- No Inherent (Human) Biases: No matter how much we deny it, as humans, we all have certain cognitive biases that affect how we perceive information. This is prevalent in looking through various candidates and their resumes, however, AI does not possess this capacity to develop biases. As a result, recruiters can heavily limit screening candidates with the inherent biases all humans possess through AI.
- Operational Cost Savings: Through task automation and improved efficiency, there is an overall increase in cost savings for staffing and recruiting firms. Time efficiency means cost efficiency and AI can assist significantly in saving recruiters from mundane, day-to-day tasks.
“AI recruiting software will even learn what messaging used by the recruiter yielded the highest response with candidates. It will then automate these behaviors allowing recruiters to spend time on what matters most, relationships and revenue.” – LeoForce
Challenges of AI to Keep in Mind:
- AI Regulation Compliance: When using AI in the hiring process, firms have to keep local and state laws in mind. For example, Illinois, Maryland, and New York City require employers to ask for consent if using AI during certain parts of hiring. So make sure to keep up to date with your region’s AI regulations to avoid legal problems. (https://www.fastcompany.com/90926772/does-your-state-have-rules-about-using-ai-in-hiring)
- Algorithm Biases: Artificial intelligence only learns through the data/information we provide it. So, there is potential for human biases to infiltrate AI’s thinking through human input. Keep in mind that when using AI for hiring, biased data can lead to biased AI outputs.
- AI Can Make Mistakes: No matter how impressive AI can seem at times, it is still in development and this means mistakes happen. As a recruiter, make sure to double-check the candidates/information yielded from artificial intelligence and do not blindly use it to make your life easier.
AI in Action at VC5 Consulting:
This is Bailey Smith, a senior recruiter at VC5 Consulting these are the various ways Bailey uses AI in her recruitment process:
- “I use AI as a macro research tool when I need some more information on companies or specific types of jobs. For example, this week I used ChatGPT and Bard to discover more information about a new client we received. Gathering company information is critical in order to give my candidates the whole picture and then assess if they would be the right fit for that company.”
- “I also rely on AI tools to conduct competitive analysis. When a client provides us with a job opening, it is important to understand what their competitors are doing so I can see how our client differentiates themselves and then pass that on to candidates.”
Overall, AI is an extremely powerful tool that recruiting and staffing firms can put to use in their daily workflows. We must keep in mind that AI capabilities are constantly evolving and growing, so its potential is unlimited and the applications will continue to improve. By finding particular use cases in your recruiting process, your firm will be able to optimize hours in the day and find more relevant candidates for your job openings.
Feel free to leave a comment under this newsletter with any thoughts/ideas about AI and how you use it at your company!