AI in recruitment has become synonymous with quality talent acquisition processes. Thanks to the technology’s unmatched efficiency in sourcing the most talented employees. Reliable AI algorithms enable companies to scale their recruitment campaigns under any job market condition. And the best part? AI does it at a fraction of the time it takes for human recruiters to identify, qualify, and connect with the most promising talent.

A glance at the traditional resume parsing process reveals just how AI’s data-supported systems could prove extremely valuable in saving your organization valuable time and money in securing top hires (while avoiding inherent biases and decision paralysis).

The tedium in recruitment is most keenly felt by talent acquisition teams in the earliest stages of hiring. That’s when almost anyone could apply as a potential hire for any vacancy. This is especially taxing for enterprises that need to fill multiple roles often in a short period. And to make matters worse, this mad rush for hiring en masse repeats annually.

Effective talent acquisition strategies are a priority at Ongig, especially when it involves leveraging the power of AI. On that note, we dive into the biggest struggles of initial stage TA and how it affects enterprise teams. We also explore how AI can swoop in to boost your hiring efficiencies without the usual stress and hassle.

Automation as a Hiring Standard

A recent Resume Builder survey involving more than 1,000 business leaders revealed that almost 70% of employers intend to incorporate AI into recruitment processes without human oversight into 2025. According to the survey, TA decision-makers plan to apply AI solutions in screening, interviewing, and even rejecting job candidates.

Automated recruitment through AI enables hiring teams to overcome some of the traditional barriers of hiring a valuable employee. That includes getting someone with the academics and competencies needed to achieve a long-term career in your organization. Particularly, AI eliminates the bureaucratic requirements that often arise in the first stage of talent sourcing. So, your team of experts can focus on more impactful outreach strategies for engaging qualified targets.

AI in Recruitment Advantage #1 – Streamline Interviews

Live interviews remain integral in the talent acquisition process where employers can interact with each candidate and assess their job suitability based on responses. These responses often involve non-verbal cues that reveal a great deal about a person’s character and professionalism (i.e., sentiment analysis). The major issue with live interviews in the early stage of recruitment lies in the time it takes to accommodate a large volume of differing candidate schedules. And coupled with the limited time of your hiring team’s working hours, it gets tedious.  

Through AI in recruitment, candidates have the flexibility of recording their answers at their preferred time based on preset interview questions. The AI algorithm for these asynchronous interviews would then proceed to interpret the nuances in the candidate’s recorded messages.

Advanced AI technologies leverage natural language processing (NLP). NLP can analyze critical details like tone of voice and facial expressions for a deeper evaluation of each candidate. These solutions are arguably better than the assessment methods of traditional interviews since AI’s objective data-based approach eliminates interview biases.

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