Artificial Intelligence. It seems like we can’t stop talking about it. AI has been dominating headlines over the last few years, and it now intertwines with our daily lives. Furthermore, Gartner predicts that chatbots will power 85 percent of all customer service interactions by the year 2020. More surprisingly, they also predict that by 2020, the average person will have more conversations with chatbots than with their spouse. It seems like AI’s implications are limitless. However, what does AI mean for recruiters and how will it affect their roles?
Some recruiters are shaking in their boots, believing that this remarkable tech could replace them, but that couldn’t be further from the truth. Artificial Intelligence within the recruiting sphere isn’t going to replace human recruiters any time soon. AI recruiting tech is merely a tool to help recruiters maximize their time and connect with candidates more effectively.
In the past, organizations have created and used one or two employee value propositions (EVP). Having only one or two EVP’s limits a company’s ability to hire a diverse workforce and meet the unique needs of candidates.
However, AI is changing the game. With the help of AI recruiting technology, organizations can create hundreds and even thousands of unique targeted personas specifically tailored to a candidate’s individual needs and wants. This hyper-personalized (and quite often automated) approach is streamlining candidate outreach and engagement.
One way companies can leverage AI and recruiting technology is through the use of chatbots. Chatbots can communicate and engage with candidates at any time. They can initiate communication while a candidate is on a company’s website and guide them through the application process. They can also answer questions during the application process and improve the likelihood that candidates complete the application.
I know what you’re thinking. “Isn’t that a little intrusive?” or “Isn’t that a little impersonal?” Nope, it’s actually just the opposite. 69% of people prefer quick communication with chatbots in comparison to communication with a person. Speed is a critical factor here. To complete forms, people need timely answers. When you meet the needs and wants of your candidates by tailoring your approaches, candidates will feel listened to and respect your company for staying up to date.
How a candidate communicates sends many signals about their persona to recruiters. Without AI you’re probably missing a lot of those signals. Here are three primary reasons why:
Natural Language Processing and other similar-facing AI recruiting technology, investigates a person’s fluency, pronunciation, vocabulary and even the progression of ideas, processes, and theories on resumes. AI allows recruiters to learn more about a candidate’s persona through their speech and writing.
Another primary reason AI makes recruiting more human is that it performs mundane and time-consuming tasks. Once these tasks are off their plates, recruiters can dedicate more time to making honest connections with candidates.
AI can identify the talent, but AI won’t hire talent. Hiring a candidate requires establishing rapport, and that takes time and a human touch. To make better hiring choices, recruiters need to understand candidates’ goals, career progressions, and expectations.
AI isn’t going to replace recruiters, but it is profoundly changing talent acquisition. Is your organization prepared?
This article was originally published on the IQTalent Partners Blog.
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