Can AI help with your quest for global talent?

The recruitment process has come a long way since the days of paper CVs. Thanks to a decade-long digital transformation, online job sites, virtual portfolios, and even Skype interviews are now staples in global talent acquisition, but could artificial intelligence (AI) elevate the hiring landscape and take the recruitment process one step further?

We’re not talking about robots here…

AI has become somewhat of a buzzword lately. When we think of AI, we often think of human-like robots which can mimic our behaviour (and potentially take over the world someday). However, although artificially intelligent robots do exist, the term AI typically applies to any self-learning machine that can analyse data and provide insights that make us smarter, more efficient and better at the things we do every day.

In recruitment, AI usually refers to various technologies used in the hiring process — from algorithms that match people to the right jobs and forecasting tools, to smart automation and chatbots that increase candidate engagement.

When AI was first introduced into the world of recruitment, it wasn’t exactly welcomed with open arms, not only because people believed it would take the jobs of HR personnel, but also because of the possibility that it would take away the ‘human’ element of HR.

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However, AI can help recruiters analyse the job market, find the right candidates and speed up processes — enabling them to build up a strong talent pipeline. And thanks to the many benefits AI offers both employers and candidates in the acquisition of global talent, many have now warmed to it.

Cut the bias

For candidates, AI can help to eliminate some of the most problematic human flaws in the recruitment process: hiring bias. Although often unintentional, stereotypes and personal prejudices are something which even the most conscientious recruiters can fall foul of. AI allows for blind applicant screening and levels the playing field.

Chatbots can also help to improve the candidate experience and engagement by offering immediate replies to inquiries or queries, simple job applications and ongoing assistance throughout the process.

Drop the pressure

Employers and HR personnel can benefit massively from AI, too. For starters, it can be used to scan CVs for certain keywords to shortlist the most suitable candidates intelligently. Predictive analysis can even determine which candidates are more likely to succeed in the roles — helping to improve the quality of the hire and ensure only the most retainable talents are brought on board.

AI can also help companies reach passive candidates who aren’t actively seeking a new role — which can often be one of the best applicant pools. In the past, reaching these candidates involved poring through CV databases, lots of cold-calling and even more dead ends. AI takes away the hassle of searching for passive candidates by aggregating their profiles and recent activity from different sources to predict how receptive they will be to new job opportunities.

The focus on soft skills has also ramped up within the last decade. Before, recruiters would need to rely on facial cues and instinct to judge a candidate’s personality, communication and teamwork skills. But appearances can be deceiving, and many people will put up a good act during the interview. AI-based personality tests allow recruiters to get insights about candidates’ personalities and can help them make better hiring decisions.

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Get the best global talent

AI is not a magic program that eliminates the need for human decision-making or knowledge. Instead, it should be viewed as a powerful recruitment tool. A tool which can maximise outreach, reduce costs, streamline the hiring process and provide HR personnel with the valuable insights they need to ensure they hire the right person for the job.

AI complements the work of hiring teams — making recruitment quicker and easier for companies seeking candidates in an overcrowded global job market, where talent acquisition can be even more of a challenge.

Written by Paul Sleath, CEO at PEO Worldwide

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