The Role Artificial Intelligence Should Play in Your Search for Talents

The use of technology by recruiters started long before AI through the use of Applicant Tracking System (ATS). The technology is intended to make the jobs of recruiters easier, faster and better. The field of human resource is experiencing changes thanks to artificial intelligence. AI is already taking HR by storm with companies playing around the use of AI for employee onboarding, recruitment, identification of talent and training of talent. There are numerous data-driven tools at the disposal of HR teams of companies that are playing a huge role in attracting talents.


AI adoption by recruiters will eliminate the manual screening of resumes and other time-consuming activities. In the coming years, recruiters will be tasked to do more with lesser time and resources on their hands. This will necessitate a need to rely on AI in the performance of their duties. There are areas of recruitments where there are distinct input and output that can be automated via AI. The new technology is similar to cloud accounting software; it can streamline repetitive and voluminous tasks. Companies are turning to AI in their recruitment activities as it can identify the low-hanging applicants and recommend to decision makers.


Using AI by recruiters has its benefits. There are two significant benefits of AI to recruiters in the short-term and the firm in the long-term. Firstly, AI is known for improving quality of hires. With AI, HRs can process, collect and analyze applicant information for the specific job requirements. AI can easily carry out matching of applicant education, skills, experience, personality and expertise with the job description. When a company hires the right person for every role, there is an expected increase in productivity.


When there’s an improvement in job matching, low employee turnover is expected. So far, companies using AI has seen cost reduced by 75% and employee turnover reduced by 35%. In the recruitment process, manual screening of applicants consumes time the most. The task even becomes harder when a lion share of the applicants are unqualified; it becomes a tale of looking for a needle in the haystack. Through AI, recruiters can screen resumes, schedule interviews and assess the personality of the applicants.


Through AI, companies can identify and onboard the best talent before they move to competitors. So also, AI can help to assess the future of applicants for higher roles in the firm. AI is reducing human influence on the recruitment process. When humans are involved in recruitment, it will be affected by either conscious and unconscious bias. However, any form of biases isn’t good for any business, but AI does not create room for undue preferences.


Of course, with the current trends, AI and recruiting can work hand in hand. What doesn’t work hand is AI and the recruiters. In the future, AI will reduce to the barest minimum the impact of humans on the recruitment process. Recruiters are also worried about AI eating up their jobs, which is true.

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