Articles

Data-Driven Recruiting

Revolutionizing Recruitment: Pioneering Companies Harnessing AI for Talent Acquisition

Brandice Payne | Author

Brandice Payne

Sr. TA Evangelist

Posted on

January 22, 2024

Artificial intelligence was one of the most impactful technologies to take a massive step forward in 2023. AI technology, like ChatGPT and DALL-E, expands what humans can accomplish with a computer—including the recruiting and hiring processes. 

Although AI-powered recruiting tools are more powerful than ever, only 12% of employers are currently using AI for their talent management needs, according to a CNBC report. Those minuscule numbers contrast the nearly 95% of employers who utilize an ATS. 

AI can help hiring managers streamline and personalize the application process, improve candidate experiences, and automate time-consuming tasks. Along with machine learning (ML), AI saves recruiters time during the hiring process and improves the chances of finding top talent.  

It should come as no surprise that world-changing organizations like Amazon, Google, and IBM implement AI tools to empower their hiring decisions, and today, we examine their tactics in a bit more depth to show you the real-world results you can experience by being an early adopter. 

The AI Advantage in Recruitment

There are several benefits an AI-powered recruitment platform can provide to talent acquisition professionals, including:

  • Sourcing candidates – AI reduces the time needed to find qualified candidates by automatically scanning job boards and social media platforms like LinkedIn. Recruiters can spend that time in a more impactful manner by building connections with candidates and excitement around the employer brand. 

  • Automating time-consuming tasks – You can automate workflows by adding AI recruitment software to your tech stack. Recruitment automation can perform tasks such as interview scheduling, assigning assessments, and updating candidates’ pipeline statuses. 

  • Screening candidates – Filter resumes and candidate profiles in mere seconds and based on experience and skills. The predictive analytics available in AI-based software can compare potential candidates with current employees to identify the best matches for open positions. AI, machine learning, and predictive analytics are ideal for high-volume recruiting. 

  • Reduce time-to-hire – AI recruitment platforms make the hiring process faster. Streamline several parts of the overall process, like conducting pre-screening assessments and interviews and enabling data-driven decision-making. 

  • Reduce unconscious biases – AI models and algorithms can efficiently focus on matching candidate skills with job openings. Plus, these tools can create blind resumes, further preventing bias from slipping into the recruitment process. 

  • Expand communications – AI makes chatbots more lifelike and can provide job seekers with an instant point of contact with the organization. It can also help with outreach, personalizing subject lines, and automating sending; it can even perform initial screening interviews.  

  • Promote open positions – AI can make it easy to position job postings in front of potential candidates. These tools can also leverage social media advertising and scheduling posts. 

The list of benefits that AI can provide recruiters and hiring managers continues to grow each year. Plus, these features continue to become more powerful, cutting down the time it takes for sourcing, hiring, and onboarding the best talent.  

Pioneering Companies Embracing AI

A few companies are blazing new trails through the use of AI in talent acquisition. These companies are witnessing the benefits first-hand and offer a proof of concept that AI solutions can work in businesses from startups to multinational enterprises. 

Google’s Use of AI Algorithms for Candidate Matching

Google’s AI department is so advanced it had an engineer convinced it was sentient. While that level of sci-fi functionality remains many years away, it highlights the power of the world’s most powerful search engine, with more than 300 million job-related searches performed monthly. 

Google’s AI uses SEO and job posting taxonomy to generate an aggregate of similar job titles. These titles form a web of jobs organized by discipline and functional domains, which then use intelligent natural language processing (NLP) algorithms to produce results. 

Google’s AI then helps hiring teams filter and present postings and job seekers with keywords based on several tags. These tracking tags include job identifiers, companies, titles, locations, job descriptions, salaries, job types, posting dates, and valid-through dates.

IBM’s Watson Talent Insights for Data-Driven Decision-Making

IBM’s Watson technology has a storied past and history of breaking technological ground. The tech juggernaut uses the WatsonX AI technology in virtually every part of the hiring and recruiting process. 

IBM uses AI for performance management, learning and development, real-time reporting, operations and services, employee data management, and payroll and benefits. This allows IBM to automate repetitive recruiting tasks. 

Additionally, with ThisWay Global AI, IBM can match up to 300 candidates with job descriptions that match their experience and skills. Plus, IBM’s WatsonX integrates with name-brand productivity apps like Salesforce, Workday, Slack, and Microsoft Teams. 

Amazon’s AI-Driven Resume Screening

Amazon is a world leader in machine learning and cloud-based infrastructure that coordinates the movement of billions of dollars worth of goods annually. The company puts those data management skills to good use in its recruiting efforts

The Amazon ML capabilities help potential candidates find the most relevant roles before applying, saving time for both parties. Amazon’s AI platform further provides real-time suggestions based on titles, keywords, and locations.
As candidates continue through the process, the algorithms can provide targeted recommendations based on their skills, interests, and experiences. Once a candidate meets minimum qualifications, AI assigns assessments to validate experiences and competencies. 

Amazon’s AI and DEI teams work together to foster diversity and inclusion through regular analysis of AI and ML algorithms to ensure complete equity. Amazon’s commitment to DEI fuels the evaluation of these models. 

Overcoming Challenges and Addressing Concerns

Artificial intelligence is a constantly evolving technology, meaning there are still areas where it can improve, and there are still concerns business leaders may have about implementing it. Here’s a quick look at a few common concerns and how to address them: 

  • AI can overlook candidates – Depending on the input data and the algorithms programmers use, AI may overlook candidates, rank candidates lower, or reject the best candidates based on an overemphasis on hard skills, neglecting soft skills. Input data and programming should have safeguards against these oversimplifications. 

  • AI can learn human biases – AI uses machine learning to evaluate patterns and produce meaningful results. However, it can pick up human-based biases found in current staffing and talent pool data, such as a preference for gender, educational background, age, location, and more. Consider a software developed to prevent these biases, such as Gem

  • AI can make companies seem impersonal – AI can help add personalization to templates, but the messaging can still feel cold and impersonal. It might not even convince candidates or fail to answer their concerns, making the company seem disconnected. This is a good reminder that recruiters should continue to monitor communication that’s drafted by AI and personalize it whenever necessary.

The pioneering companies, especially Amazon, address these concerns by leveraging humans to validate the machine learning and predictive analytics that power artificial intelligence. They also invest a lot of time and resources in monitoring and improving this technology. 

The Future of AI in Recruitment

Generative AI is becoming more life-like, meaning interactions become less hollow as models learn more. The technology is also becoming more affordable, opening the door for more organizations to invest in the capabilities. 

Eventually, AI will be able to handle many of the tasks associated with talent acquisition, allowing recruiters and managers to focus all their efforts on selecting the right candidates. Despite the doom-and-gloom you may have heard about this topic, AI isn’t a replacement for human recruiters but rather a power tool. 

Transform Your Hiring with Gem's AI-Powered Talent Acquisition Software

Artificial intelligence is changing the face of recruiting, putting more powerful tools in the hands of recruiters that help them source and hire the best candidates. The tools bring an almost unending list of benefits that continue to grow. 

It is possible to eliminate several concerns surrounding the quality and biases within the programming by investing in intentionally designed talent acquisition software. Gem’s recruitment software prioritizes DEI, harnessing the power of AI to reduce biases and eliminate poor-quality data. 

Explore more of what the Gem platform can do for your organization by requesting a demo today. 

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