In the world of talent acquisition, AI is helping recruiting teams become more efficient, and has become an invaluable tool in helping organizations attract and engage talent. For the last several years, finding the right candidate in high demand talent pools has been highlighted as one of the biggest obstacles to attracting top talent, but AI has evolved to help solve this problem. Implementing artificial intelligence in talent acquisition goes beyond accessing candidate data, but rather leveraging it at scale —helping companies find the best candidate for the job.

Our latest blog explores a few of the ways AI is helping companies adapt to today’s talent demands and also is supporting the talent acquisition processes.

#1 Improving candidate experiences to attract top candidates: Several industries are facing a problem: employers are seeing too many candidates, but too few of the right ones. The fact remains that, in today’s candidate-driven market, the most qualified job seekers can afford to be highly selective about where they want to work. With organizations across the globe competing for the best talent, creating a seamless and engaging candidate experience is crucial to any successful talent strategy. AI-powered tech tools can be an invaluable in improving candidate experience in the candidate-driven hiring landscape.

#2 Help to eliminate bias in the hiring process: Many vendors employ AI in talent acquisition applications to alleviate bias in hiring and further diversity in future employees rather than perpetuating past homogeneity in race, ethnicity, gender, gender preference, color, etc. In addition, an unbiased software application can help eliminate bias resulting from other characteristics that lead to discrimination, such as accents, perceived social standing and parental status.

#3 Make applicant screening more efficient: In screening, as in sourcing, data may be varied and may include past or current employee resumes; competency or skill models that are tied to the specific industry or task; incoming resumes or records of employee success or longevity based on skills, education or even location. All are examples of the kinds of data from which a machine learning program can learn rules and patterns. External data sources such as national or international salary ranges, U.S. Bureau of Labor Statistics job classifications, etc., can also be data sources fed into the “brain” that is AI.

#4 Hire and manage remote candidates: As many businesses reorient their workforces to remote work, they are also exploring new ways to incorporate AI into the hiring lifecycle to streamline tasks and augment existing capabilities from behind the screen. One consequence of the shift to remote work is an expanded candidate pool: in the absence of geographic limitations, recruiters can source candidates from all over the world. AI can be highly beneficial to managing this large pool of candidates, especially for organizations with a limited talent acquisition department and resources.

During the pre-screening stage, AI can collect information about each candidate’s ability to work remotely, their years of experience, their geographic location, and so on. This data can be used to weed out candidates who don’t meet the minimum requirements for an open role.

#5 Automated administrative and onboarding tasks: Certain administrative tasks in the offer and onboarding stage of the employee lifecycle need to be conducted repeatedly and as such, can require HR bandwidth and resources. AI can help automat these tasks like creating templates for offer letters, handling background checks, organizing employee records, and delivering onboarding paperwork.

Artificial intelligence can improve recruiting efficiency and effectiveness. Recruiting and talent acquisition functions have evolved past personal networks and job boards, but AI is not the sole solution to increased proficiency. Used alone, it may provide data that does not prove useful, it will ignore the human characteristics of culture fit and it may overlook qualified candidates with underachieving resumes. Engaging a talent acquisition strategy that leverages today’s powerful technology with experienced human talent acquisition professionals will prove to be the most successful way to win the battle for top talent in the future. Contact Phyton Talent Advisors today to learn how we can help you find the best talent.