The Future of Hiring: Exploring AI and Automation in Recruitment

Posted on 22 April, 2024

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Talent acquisition and recruitment is a long-drawn process. Hiring for any position takes anywhere between a few weeks to a few months. Now, imagine the plight of recruiters, and the time and resources a company has to allocate to complete the recruitment process for just one position. Even smaller companies, across industries, have several positions that need to be filled. The total number keeps rising as the size of the firm grows.

While the recruitment process does need the human touch, recruiters can use the help available - AI. Automation and artificial intelligence have simplified working professionals' lives at all levels. So why shouldn’t recruiters use the benefit of the new-age technology?

How is the recruitment industry evolving with AI?

While many firms continue to be apprehensive of using AI in recruitment, it has continued to be an integral part of the industry. The latest survey reveals that 67% of HR professionals agreed that AI has made bridging the talent gap easier. 44% of respondents believe that the tech will free up recruiters’ time and allow them to use the insights to everyone’s advantage.

Common ways of integrating AI into the recruitment process:

1. Applicant Tracking Systems:

   Several of the software available helps automate the recruitment process by managing job postings, receiving and shortlisting resumes, and tracking the candidate's stage across the hiring pipeline. This system is specifically suitable for larger firms where many individuals handle multiple positions.

   What does the software do?

   • They help extract the relevant information from resumes and organize it into specific categories such as work experience, skills, education, etc.
   • They allow recruiters to post job openings on multiple platforms simultaneously. It expands the reach of the post and get more relevant candidates.
   • They also allow thorough and easy communication with candidates through automated email templates, scheduling tools, and status updates. It ensures that you stick with the turnaround time.
   • The tools provide important insights about the effectiveness of the sources, the time taken to fill the forms, etc. Recruiters can optimize the strategies accordingly.

2. Chatbots:

   They are capable of performing a plethora of jobs. With these virtual assistants, candidates can get their queries resolved quickly and in real-time. This helps firms save a lot of time for their recruiters that go into answering basic questions. The chatbots can also help candidates fill out the forms, without needing an actual recruiter.

   What do chatbots do?

   • The primary thing that the chatbots do is help eliminate unqualified profiles right at the beginning of the process. They ask a set of questions like qualifications, experience, availability, and willingness to fit in, which helps recruiters sort these profiles out.
   • Since chatbots are available 24/7, recruiters do not need to be. These AI-powered tools offer instant responses to any query and help them out at any point in the day.
   • Many candidates often drop out of an application form due to inadequate real-time support. Chatbots can provide the necessary assistance like submission deadlines, resume formatting tips, etc.
   • Chatbots can become an effective tool in scheduling interviews. When recruiters connect their calendars with the chatbots, candidates can book a slot as per preference.

3. Automated interviewing tools:

   These tools help automate scheduling interviews with recruiters or any other member of authority, simply by syncing their calendars with the tools. It shows the availability of the interviewer and allows candidates to detail the purpose of the meeting.

   What do these tools do?

   • These automated scheduling tools help integrate the recruiters’ calendars in real time. This allows the candidates to view the available interview slots without the need to pick up the phone or wait for an email.
   • For interviews that need to be scheduled for a different geography, these tools display the time zones of the candidates or the recruiter and show slots in their local time. It helps avoid the unnecessary back and forth.
   • Using this tool, recruiters can customize interview scheduling preferences - day of the interview, time slot, and interviewers that align well with the organizational needs.
   • Automated scheduling tools also send reminders to both parties on upcoming meetings. This helps reduce the chances of missing the meetings.

4. Automated Reference Checking Systems:

   Today, almost all firms ask for references and ensure they are cross-verified before they hire a candidate. In a world, where frauds have become so common, even when seeking a job, it is imperative. This software helps streamline the reference-checking process.

   What does this tool do?

   • Tools like these come with pre-designed templates that save time in preparing the questions for the references. These questions are designed in a way that helps recruiters assess their candidate’s skills, ethics, performance, and any specific detail to be mindful of.
   • The automated reference checking software also identifies the credentials of the references and ensures they are authentic.
   • These tools help recruiters compile feedback from many sources into a thorough yet comprehensive report, highlighting any potential red flags to consider.
   • These tools can be integrated with the ATS to help recruiters access the reference feedback directly when looking at the candidates’ profiles.

At Fute Global, we constantly adapt the new-age technology and innovations to ensure the recruitment cycle is as short as possible. As an expert in recruitment staffing, we understand that each firm's needs and the industry are different and we customize it accordingly. If you want to make 2024 the year where you address talent shortage and get the best of the lot, talk to us today.

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