In the never-ending world of digital technology, Artificial Intelligence has certainly played a part in our everyday lives. As we prepare to welcome the impact of Artificial Intelligence in different aspects on our day to day activities, an industry that could benefit from the rise of AI, would be recruitment. We’ll be looking at a few benefits that recruitment could take from the introduction of AI.

Although AI could occupy a majority of HR jobs in the future, there is no doubt that by introducing AI into the recruitment process, it will make it a more quicker and efficient process. As the process of hiring a candidate will consist of many tasks, the time taken to complete the process will become much less.

The Best Fit

One aspect that is at the top of each HR managers list, is to ensure they are securing the best fit for that particular position. One way AI could help identify the ideal candidate, would be not only assessing the candidates CV, but also the candidates online presence and overall fit for the company. For example, they may be very active on social media platforms for a particular cause, this would then be picked up by an AI tool. This would also help a candidate to identify whether a company is the right fit for them, by creating a value for their values, goals and future aspirations.

Employee Skills to Engage with Job Specification

We’re sure there are times where we have all applied for roles, knowing that there may be a chance we don’t quite fit the job specification (but it’s worth a try, right?) This leads to frustration for not only HR managers, but also recruiters, who spend hours scanning candidate CV’s that aren’t quite right for the role. One way in which AI could help this problem, would be introducing AI recruiting video interview platforms.

By using biometric analysis, this will pick up the quality of the candidates answers, but also their voice quality, the pace in which they speak and also facial expressions as well as body language. If they ace that audition, they’re bound to land an interview in no time. This will help recruiters identify the candidates that would have a better chance of success if put forward for a role.

Highly Targeted Candidates

AI is helping recruiters target more qualified candidates than ever before. They are now able to search by job title, industry, location, household income, salary, education, age, spending habits and more. This can also have a downside too. Recruiters will usually get a better feel for the candidate by communication and speaking to them on a personal level. This benefit may save much more time, but there would be no relationship with the potential candidate.

An Equal Playing Field

Because AI will change the way in which candidates are screened and how they are stored in company databases, this will require candidates to go the extra mile to stand out (more networking, guys). The days where a well written cover letter and smartly worded CV, may be slowly disappearing and building professional relationships will help people stand out and land more interviews.

Taking Over The Interview Process

Slowly, AI is replacing some parts of the interview process. More companies are using Skype and this sets a new challenge for the candidates, as they will have to adapt to questions via AI and prepare for the interviews slightly differently. It also brings convenience for companies and clients, which may not be located locally.

Advanced Data and Analytics

Bosses are trying to find the perfect culture fit and candidates are trying to find the perfect company that will match their career goals and aspirations. Both are searching for the perfect fit. As automation advances, and highly relevant analytics are leveraged, employers and candidates will increasingly focus on what matters most, a mutually great fit.

As we’ve only touched upon a few of the benefits that AI can bring to the world of recruitment, that only means that there are 100 other ways in which it could benefit the hiring process. AI will definitely help more companies focus more on getting the right person in rather than the amount of tasks it would take to make that happen.