5 Ways AI is Predicted to Help HR Professionals Streamline the Hiring Process

The future of hiring as we know it is about to undergo drastic changes that will change recruitment as we know it.

Sounds dramatic? That’s because it is.

As AI (artificial intelligence) and automation become increasingly popular, there’s no denying the benefits it brings to streamlining workflows and processes (in addition to alleviating bureaucratic, administrative work).

Automation will allow recruiters to adopt a candidate-first approach and this promises to reduce bias in hiring by using AI.

By analyzing large sets of talent field data, smart machines are making for a more refined hiring process. And the reason for that is because AI-driven recruitment software can actually filter the entire pool of applicants into various dimensions.

These different structures are based on:

• Candidates’ competencies
• Prior experience
• How they stand against the top-performing employees of your current organization (impressive, right?)
• How often candidates having similar competencies

So get ready for AI and automation technology to step up and help make the life of hiring teams around the world much easier (hey, it’s about time).

Read this post to learn 5 ways AI is predicted to help streamline the hiring process and make HR professionals’ life easier.

AI tech innovations in the workplace are sure to feel, dare we say, revolutionizing for hiring teams. The reason for this is that AI uses historical data to spot trends in hiring and employee retention, among other benefits. Let’s dive into details on the creative ways AI is changing the workflow of HR hiring teams.

1. Sourcing Candidates

In case you didn’t know this little secret, sourcing is a famously known time-consuming task for HR teams. And with AI, automation software can analyze large sets of data (resumes, job boards, social media, candidate databases). This in turn, allows hiring teams to look for specific parameters and skillsets that are actually relevant.

Candidates who have passed the pre-screened by the automated technology will then be passed to the recruiters.

2. Screening Candidates

Another not-too-secretive task that takes more time than we like admitting is screening through the, seemingly endless, pool of resumes. And here is a little not-so-fun fact: did you know that approximately 75% of resumes never get seen by a human?

We understand that, for the applicant, this means never having a chance of being hired. But what does this mean for the HR professionals looking for that fantastic candidate?

Well, due to the high volume of applications and bad screening, these qualified candidates may never even make it through the screening process.

But that’s where AI comes in (cue to superman’s theme song). AI-backed technologies can help with the screening process by pulling from a library of questions that have been pre-defined by the business or tested across multiple companies. These AI solutions automate the resume-screening process.

What’s more: AI can form questions and answers to further screen pre-qualified candidates. This, in turn, allows talent acquisition teams to exclusively engage with the most qualified candidate.

3. Targeted Recruitment

Adding on, AI tools can determine which demographic and psychographic groups will thrive in the position and the company. AI can allocate talents into segments and choose which groups will receive invitations to apply, based on their personalities and the skills they possess, productivity, compatibility with the office culture, and other hard-to-predict assets.

What’s more, it can find connections between workers’ education, aptitudes, training, and other traits in certain tasks (i.e. best determining which combinations of skills should be put to use in each project).

4. Checking References

Everybody lies on their CV, right? Well, now it might be time to consider deleting that ‘white lie’ about studying computer age philosophy at Harvard a few years ago.

Jokes aside, one of the last steps in the hiring process is the reference check. Typically, recruiters would reach out to about 3 references per candidate. You don't have to be a math wizard to calculate how much time this would take for checking hundreds of applicants.

And with automation, recruiters no longer need to simply get references for finalists, but do so earlier in the process as well.

5. After the Hire

Technology can make onboarding run more smoothly and efficiently for tasks such as:

• Procedures and policies
• Trainings and assessments
• Benefits explanations
• Facilities orientation

AI software tools can gather personalized pools of information packets relevant to each worker coming onboard. These dynamic robots can further be used to ensure forms get signed, training videos get watched, and timesheets get turned in. Unlike their human counterparts, these machines will never forget.

When AI and automation are properly implemented, it can help streamline processes that recruiters are constantly overburdened with. By automating these steps in the hiring process, recruiters will then have more time to spend engaging with talents and improving the overall candidate experience.

Used properly, AI and machine learning save companies time in finding, attracting, hiring, and training employees and contingent workers.

---

Did you know that we use AI to help companies find the most relevant talents for their hiring needs? If you want to streamline your recruitment processes, TieTalent will match you with the best candidates in Tech and Digital Marketing across Germany and Switzerland. Find out how.