How to use AI in the early stages of a recruitment campaign

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’s view

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.

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #mindsetmatters #leadershiptips #AIinRecruitment on