AI is swiftly changing many aspects of how we work. But how exactly is it impacting the recruitment industry for the better? Our approach to recruitment has stayed pretty unchanged over the last several decades. But even before the rise of AI recruitment was becoming more proactive, how has AI impacted this? And how does AI-powered recruitment affect the workforce? There are some pretty positive answers to these questions.

More Candidates, More Data in Less Time

The one irrefutable fact about AI is it never needs to rest. When we have technology that empowers recruitment agencies to engage with clients 24/7, it shifts the entire landscape of recruitment. In the past recruiters could only engage with candidates during working hours. Now thanks to AI we have digital worker bots that engage with candidates on their time.

AI tech can also sift through CVs, score them against relevant jobs surfaced from your ATS. This means that when recruiters come back to work after a weekend of well-earned rest, they have all the top-level candidates waiting for them. And are optimised to focus on important tasks, such as building client-candidate relationships. Enabling recruiters to do more of the work they love and the overall process will take far less time thanks to AI.

Of course, engaging candidates 24/7 means a colossal amount of data. So it’s a good job that AI tools have been developed for mass processing and analysing of this data. Which is key to the screening and scoring of candidates. Recruiters need to know that they are receiving the best talent to offer to clients. And that the ideal candidates are not being thrown back into the sea. Thanks to AI tools, they can rest easy knowing they don’t have to stress about obtaining the best candidates as they can see the results for themselves.

How AI is Enabling more Proactive Recruitment

Recruitment used to be pretty straightforward; the role is advertised, candidates apply and are sifted until the best is found. Straightforward yes, but does this decades long method always result in the best outcome? No. There are no guarantees to this traditional way of recruitment, it’s like casting a net in the middle of the ocean and hoping for a good catch. And it’s not great business to rely on hope. If you end up with a poor catch of candidates, you’re choosing the best of a bad bunch. Which means you won’t end up with a great employee and very well may need to repeat the same process if you find it’s not a good fit.

Recruiters have been making conscious efforts to be more proactive, but this is not an easy task, it’s still like searching the ocean for the best catch. But the introduction of AI recruiter tools has changed that. If we’re sticking with the fishing metaphor, AI is like handing recruiters the best equipment, bait and locations to land the best candidates. Scoring them for the role and even analyzing how best to reach out to them, puts recruiters at a major advantage. It goes from picking the best of a potentially bad catch to choosing the best of the best.

Salesforce President and Chief People Officer Nathalie Scardino claims that AI is helping recruiters to engage with passive candidates, not actively searching for jobs. Outside of active applicants, AI analysis tools can scour databases. And flag candidates whose skills and online behaviour match up well with the requirements of the role and the company culture. And recruiters can use this information to reach out, pitch the role. This is how to proactively source the best talent out there.

AI Powered Recruitment to Staff Retention

It’s one thing for AI to have a positive impact on how recruiters can carry out their work. But how exactly does that improve attrition rates for employers? We touched on it briefly; AI-powered recruitment methods can also analyse behaviour through conversational AI. This not only allows recruiters to determine how well a candidate can perform within the role but how they can contribute to the company culture.

If a candidate-turned-employee’s values match up with the organisation’s, and if the initial analysing of this can be done from the very beginning, this sets the company up to have an amazing working environment. If the company is designed around the values important to it’s employees, why would they feel the need to leave?

Of course AI isn’t doing all the work, it’s laying the groundwork for recruiters to be even more thorough when talking to candidates. Teuila Hanson Chief People Officer at LinkedIn is feels that AI is going offer amazing opportunities for recruiters: “As the [AI] models get smarter, I think we are going to see some really cool opportunities in recruiting”. They have more time afforded to them by AI to dive deeper into what drives candidates and what is important to them.

Getting Started with AI Recruiter Tools

TalentSift is a prime example of a recruiter tool that can enable all the positive changes that have been outlined. Conversational AI that engages with candidates 24/7 and qualifies them for roles, discovers the platforms they like to be engaged on and matches them with the appropriate recruiter.

Your recruiters get to focus on really getting to know candidates and identify how well they will fit with employers on both a cultural level as well as a skill level. This will have a domino effect and will lead to clients being more impressed with the caliber of talent recruiters are presenting. Recruitment agencies build their reputation this way and businesses achieve greater success and growth as a result.

To start tapping into all the benefits AI technology can provide, book a demo.