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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

How AI-Based Recruitment Technology Could Change Hiring Forever

by | Mar 3, 2020 | Recruitment

AI-Based Recruitment Technology

We’re not just talking about artificial intelligence (AI) anymore; it’s now being utilized in almost every industry, and recruiting is no exception. In fact, AI in recruitment has really been dominating the recruiting technology space, specifically because of its ability to do two very important things: eliminate bias and identify top talent quickly and easily.

As we’ve begun to realize what AI is doing to recruitment technology, it’s clear that we can never go back. Let’s analyze how this landscape is likely changed forever.

Job Posting Performance

Traditionally, when recruiters post positions on their company websites and other job boards, the success of their performance was at best a guess. You could manually track the number of resumes coming from which sources, but that’s cumbersome and time-consuming, and has room for human error. AI allows you to know what postings and job ads are performing better on which boards, specifically. Not only does this allow you to target the best talent, but it helps you determine where it’s best to be spending your ad dollars.

Job Description Optimization

Writing job descriptions can be an exhaustive process, especially for larger organizations with hundreds of job titles. In the end, you’re not necessarily sure that the description is doing enough to target and attract the right people. AI helps to provide words and phrases that are more inclusive.

Existing Talent Pool

Perhaps one of the simplest yet profoundly effective uses of AI is its ability to tap into your existing talent pool. Having an applicant tracking system that uses AI to identify and recommend talent who appears to be a match and already exists in your database helps you quickly narrow in on a potential pool of applicants who have, at some point in the past, already expressed interest in your organization. Gone are the days of saving resumes in online files, tracking or trying to remember names, or re-reviewing long lists of former applicants.

Passive Job Seekers

Have you ever thought that there has to be a way to find out about that rock star out there who isn’t looking for a job? Most candidates we attract, and hire, are actively looking or at least somewhat interested in changing jobs. But passive job seekers take a little more effort to find and then convince that they want to make a move. AI can identify those people without you digging through industry network information and talking to everyone on the subway. It also uses algorithms to predict when someone may be getting to the point in their career where they’re ready for a change.

Social Candidate Discovery

Taking the recruitment of passive candidates one step further, AI can perform social candidate discovery. This means it scrapes social sites looking for people who may be a match for the position you’ve got open.

Resume Filtering

Every recruiter can attest to the hours and hours of each week spent reviewing resumes. This can not only feel overwhelming and stressful for the recruitment team, but more importantly, it feels like a waste of time that could be spent connecting with candidates and filling roles. An ATS with AI capabilities to filter through resumes based on keywords and phrases saves a significant amount of time. Beyond just time saving, however, is the elimination of bias. Recruiters try their best to be certain they’re not biased when it comes to selecting candidates, but it’s surprising how much bias we all have without realizing it. AI can filter through that, helping to narrow in on candidates who may have otherwise been overlooked.

Keyword Identification

Our job descriptions can be rigid, and if we’re doing searches based on only those keyw