Here’s how you can make AI work in your favor.
AI Is Here, and It Can Make Your Candidate Search Better
It’s important to note that we all have a lot of experience with AI without necessarily being aware of it. AI-powered Google searches provide purchase recommendations and help you get to your destination quickly. There’s a difference between your data being collected passively through your browsing and actively giving it up.
People have already embraced apps like Tinder to help them find their “perfect match,” but imagine a Tinder logic for job searches. AI makes it possible to incorporate new assessment techniques to find better matches. For example, companies are already using software-powered games to assess responses to various situations, showing problem-solving aptitude and leadership styles.
Instead of a hypothetical “What would you do?” question in an interview, recruiting managers can use AI to test how prospective employees would react in real time. In addition, powerful AI software creates a profile that matches candidates with the jobs that are most likely to fit their goals and skills. These exciting developments are the way of the future for AI-powered hiring.
Leveraging ATS Can Reduce Recruiter Workload…
Hiring with the help of AI isn’t something that’s on the horizon anymore — it’s already here. As AI continues to advance, it will be used for more and more of the decision-making process. In Sweden, there’s already a robot conducting interviews to make them as unbiased as possible.
Tools like applicant tracking systems (ATS) can reduce workloads by filtering out the least qualified applicants. Instead of having recruiters sift through hundreds or even thousands of resumes, ATS can pick out keywords and phrases to find the best matches. These applicants can then be included in further automated testing or invited to interview in person. ATS can provide even better cost benefits as a company gets larger and executes more complex hiring operations.
Having ATS in place does more than reduce time and workload. It also simplifies compliance with federal regulations. Hiring rules can be convoluted and complex, and penalties for non-compliance can be steep. Automated tools are built to comply with rules from the ground up, significantly reducing the amount of time hiring professionals need to spend to stay on top of their processes.
…But It Comes With a Catch
As is the case with any new technology, there are plenty of enterprising individuals out there prepared to help job seekers beat ATS. The goal of these strategies is ultimately to get past the filters put in place by AI-powered recruiting and get your resume in front of a person. Job seekers aren’t necessarily tricking the software, but it is crucial to write a resume differently if it goes through an ATS instead of a human filter. For recruiters, however, having those automated filters in place can help weed through the vast amount of resumes that might come through, particularly when large percentages of applicants aren’t qualified.
Another issue facing this technology is that many recruiters are understandably hesitant to adopt it, particularly those working for small- to medium-sized companies. They might think a human is still better suited to recruiting. For these recruiters, the tools can be programmed with finely-tuned algorithms to look for precise combinations of key phrases to help sift through the minutiae for qualified applicants. Instead of relying on subjective human judgments, tools like ATS can be objective. In-person interviews can supplement this, or AI can be further leveraged to create more objective evaluations for the smaller pool of applicants. It’s all about objectively finding the best applicant for the position.
The most important thing for recruiters to remember is that when used correctly, they can turn to AI to reduce the time and resources it takes to find qualified hires. If you look at it as a partner, AI will help you find the next perfect candidate.
