How to use AI in the early stages of a recruitment campaign
This is the first in a series of articles that explore the role of AI in recruitment. The full series can be found at monarchpersonnel.com.
The early stages of a recruitment campaign are the most frantic. There are many applicants involved at this point. They will all be keen to find out more about the vacancy and many will apply. Without the use of Artificial Intelligence (AI), this is an extremely busy time administratively as enquiries are answered, job descriptions are distributed and applicants are tracked.
Recruiters and talent acquisition teams have been using AI for some time. In this article we will consider the benefits and pitfalls of AI as we take a look at the following ways it can be used in the early stages of a job application:
- Writing a clear and concise job description
- Use of chatbots
- An applicant tracking system
Writing a clear job description
There are many tools available to assist with putting together a job description, usually based on one of two types:
- An online assistant that helps to improve the job description as you write it
- An AI system that suggests improvements to a scanned job description you have composed
Advantages: Time-saving and improved efficiencies
Note of caution: Information that is fed into the AI system needs to be carefully applied to ensure it is accurate.
Use of a chatbot
The increasing use of chatbots is testament to the speed and efficiency with which they answer queries. They also collate information provided by applicants to assist them with their applications.
This system removes the need for numerous telephone and email queries. A lack of information and delays in receiving responses can make applicants anxious.
Advantages: An improved applicant experience, time-saving and improved efficiencies
Note of caution: Some people would rather discuss an application with a person. If you provide this as your second line of enquiry you can cover both bases.
Applicant tracking and CV checks
Vetting CVs is a time-consuming process which is prone to human error due to the amount of concentration needed to assess the detail.
There is a range of tools available that can do this for you. These AI-driven systems use algorithms to match CVs to your job description.
The systems analyse all applications, and some can make suggestions to find your ideal candidates. For example, if you are looking for a manager with 2-3 years’ experience and a salary of £30,000, the system may identify 15 suitable applicants within the candidate pool. There is a facility with some systems to change the parameters and ask for five years of experience and increase the salary, which may produce more applications.
AI removes the tedious effort involved in vetting numerous unsuitable candidate applications. Instead, it gives you more time to work with applications that meet your requirements. This improves your processes overall.
Advantages: Time saving, improved efficiencies and the removal of unconscious bias
Note of caution: If the system criteria are not set up correctly, you will not get the results you need.
Monarch Personnel use scientific evaluation and AI within our recruitment processes, and 87% of candidates surveyed stated that they love our systems, particularly the convenience of the process.
Look out for the next article
Our second article in this series will be published next Wednesday 14th July when we will be looking at the use of AI in video interviews.
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