One of the most frequently discussed aspects of AI is the fact most of it operates on machine learning technology, which means that it is constantly improving itself when fed more data points and processing new interactions and outcomes.
This means that you can actually program software to look out for a specific profile when scanning candidate applications and that it can build on past recruitment information to make predictions on how an organization may prefer to hire.
With the onset of the cloud for data storage, AI is able to cross-reference and analyse data in a way that is incredibly fast and efficient. This has really great implications for companies that have to go through thousands of candidates and create spreadsheets and databases for them – what could be a month’s worth of work gets reduced to something that takes a couple of minutes.
Since AI can detect and analyse patterns in hiring, it is able to predict fairly accurately the type of candidate an organisation is seeking. On top of this, it is able to ignore data if required to, which means it can be blind to some of the individual markers that cause a rise in unconscious bias when shortlisting candidates.
This means organisations are being able to tap into the best possible candidates, maximising how your talent pool is utilised.
One of the most interesting applications of AI software is the use of chat-bots in the hiring process. This can be used for anything, from questions candidates may have during the application stages, to sending interview questions for pre-screening before shortlisting successful applicants.
Already being used by organisations who want to cut down the amount of unsuccessful or incomplete applications to their postings, chat-bots allow for a far more smooth and personable candidate experience, which also boosts an organisation’s brand image.
Regardless of the size or recruiting needs of an organisation, the implementation of AI allows recruiters to be able to control and study their talent pipeline in an unprecedented manner. You’re able to hold on to talented candidates, allowing your focus to go (rightly) to whether a candidate is a good behavioural or cultural fit for your organisation.
For more information on how AI is changing the way we hire, head to LEAP’s article page.