How to Create a High-Impact AI Recruiting Strategy
Once believed to be the province of science fiction, artificial intelligence (AI) is quickly becoming a reality and transforming many industries today, including talent acquisition.
As a recruiter, your strategy is the crux of your hiring process. While a robust one can help you formulate ways to reserve the top talent pool for your organization, an ineffective strategy can cost you all that hard-earned money without any noticeable return on investment (ROI).
According to findings of one survey , 36% of recruiters think that artificial intelligence technology makes their jobs a lot easier.
AI recruiting tools can significantly help talent acquisition teams create a high-impact hiring strategy that holds the potential to bear positive results within no time. Read on to find out how.
Step 1. Streamline Your Hiring Process
One recent article states:“For an average online job posting, 1,000 individuals will see the job post, 200 will begin the application process, and 100 will complete the application.”
A recruiter or hiring manager needs to review a hundred candidate applications before shortlisting a few. Processing these applications, reviewing each candidate thoroughly, identifying the best ones, scheduling and conducting interviews can be time-intensive and expensive activities.
Additionally, if your hiring process is inefficient, you’re not just wasting money and effort, but you won’t be able to make recruiting decisions quickly either. Given that most relevant candidates are usually off the market in about ten days , any delay from your end can cost your organization more than you think.
Finding experienced and qualified candidates remain recruitment’s biggest challenge. It only makes sense then to streamline your recruiting process for better results. AI recruiting software can prove to be a boon for talent acquisition teams on this front.
This state-of-the-art technology can source, examine, and accumulate candidate data from multiple sources, as well as the industry and market at large, and furnish results for recruiters with lightning accuracy and speed.
AI-enabled applicant tracking systems (ATS) platforms can collect, analyze, and interpret candidate data from both the organization’s existing systems and public websites. The machine learning lens sifts through and will assess candidates. It will then give the recruiter a list within a few minutes. Having a list can be especially useful when recruiting for the high-volume model.
A talent intelligence platform also makes the hiring process more equitable .
Due to all these reasons, recruiting teams and hiring managers wanting to streamline their processes should look to integrating artificial intelligence technology with their existing workflows.
Step 2. Expand Reach to Attract the Best Talent Out There
The next step on your journey to create a high-impact recruiting strategy would be expanding your organization’s reach in a way that attracts the best talent to your open positions.
Close to 70% of the global workforce consists of passive candidates – which implies that with a job posting, you’re usually only tapping into the remaining thirty percent of the workforce. In addition to that, an infographic highlights that nearly86% of the most qualified candidates for your open positions are already employed and not seeking a new job.
AI recruitment software can help talent acquisition teams in several ways here. It can help you identify the best active and passive candidates and predict the probability of them being successful at their job with greater accuracy.
An AI recruiting tool can also optimize the job description and enhance your search by attaching additional relevant keywords to it. This can significantly help get the best candidate results your way.
Say you’re looking to hire a Web Developer for one of the open positions at your company. Suppose you use a typical keyword search across job boards such as Indeed and LinkedIn. In that case, chances are you’re only identifying candidates who use that title to describe what their profession is or are looking up jobs with that particular title in their resumes. Some professionals who practice web development also call themselves Web Programmers or IT Programmers. AI-enabled search can quickly recognize these variables and add those to your search, displaying relevant results within minutes.
It can also help you tap into passive candidates with ease. You can then reach out to those and look at ways to engage them.
One best practice for engaging passive candidates is maintaining a candidate pool and furnishing relevant content for them. Providing more excellent value through content that helps them with their jobs (such as weekly educational newsletters) will make them notice you.
Step 3. Optimize Overall Candidate Engagement and Experience
Today’s job applicants are nothing like they used to be a few years ago. Growing digitization and the availability of endless employment opportunities at their fingertips have led candidate demands and expectations to soar. This is one of the primary reasons US unemployment rates are at an all-time low even amid a pandemic of the scale we’d never seen before.
The absolute need of the hour is for talent acquisition teams to get smart and look for ways to optimize overall candidate engagement and experience.
According to a survey,AI can significantly help recruiters deliver a positive candidate experience, which has now become an expected norm for most job seekers.
By leveraging AI-enabled automation to perform tasks that require less human intervention, hiring managers can dramatically reduce the time taken during various stages of the recruitment process. In turn, the process enhances candidate engagement and their experiences.
Some of these tasks include:
- Pre-screening candidates
- Booking calls and interviews
- Analyzing a candidate’s skills
- Writing and posting job descriptions
- Gathering relevant hiring data to build sustainable talent pipelines
- Setting up talent workflows to reduce the time required to collect interviewer feedback
Another essential component that can help recruiters optimize candidate experience is – building one-to-one relationships with them, so they feel engaged in the entire talent acquisition process. By automating the majority of less critical tasks, talent acquisition teams are left with more time to concentrate on candidates and their pain points.
This can significantly increase availability at their end and help them focus their efforts toward formulating strategies that will help them engage candidates better, which will finally help increase their organization’s bottom line.
Update Your Recruitment Process Today
Although artificial intelligence can’t completely replace a human recruiter, it can act as a facilitator for improving HR operations in the long run and bridge the gap between business and their people.
Forward-looking industry leaders targeting growth should look at integrating this state-of-the-art technology innovation with their existing tech stack.
To know more about how you can effectively leverage AI’s potential to fuel your recruiting strategy,contact us at Recruiter.com.
We’d be happy to guide you through the smallest of queries and help you build result-oriented, highly competitive, and employee-friendly workplaces.
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