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How will Artificial Intelligence Impact the Future of Recruiting?

In Hiring Software & Tools — by Dave Anderson

The coming impact of computers and machines on the workforce is a hot topic. Technology is improving at a rapid pace and companies are finding more efficient ways to accomplish basic tasks.

However, technology will soon do more than simply work faster and stronger than a human can. The rise of artificial intelligence (AI) means computers are becoming smarter, as well, and will soon be capable of doing even more complexed work.

What is artificial intelligence and what does it mean for workers?

Stanford Professor John McCarthy defines artificial intelligence as, “the science and engineering of making intelligent machines, especially intelligent computer programs. It is related to the similar task of using computers to understand human intelligence, but AI does not have to confine itself to methods that are biologically observable.”

Experts predict major impacts from intelligent technology. While companies will greatly increase operational efficiencies, about a third of global workers could be replaced by AI by 2030, according to McKinsey Global Institute.

How will AI impact recruiting?

While there isn’t much credible data on the effect AI will have on recruiters, most reports have human resources professionals being safe from replacement. That being said, recruiting and hiring software already has many features that streamline how recruiters work.

Keywords in resumes and cover letters

Recruiters often look for certain skills or previous job titles when reviewing resumes and cover letters. The right hiring software is able to scan these documents and pick out keywords related to the job profile. This feature saves recruiters a tremendous amount of time by freeing them from the tedious task of going over each applicant’s resume and cover letter.

However, it’s important to not overly rely on the keyword scanning feature provided by recruiting software. Just because a candidate fails to use a specific term in their application documents doesn’t mean they’re not qualified for the job. It’s good practice to at least do a quick review of every application that comes in so you don’t overlook any candidates.

Find the right hiring solution for your company with our “ATS Features Guide”

Resume parsing

Fortunately, hiring software makes it easy to review every applicant’s background. Most solutions can convert resume contents into a consistently-formatted candidate profile – a process known as resume parsing.

Candidate profiles allow you to easily understand each person’s skills and experience. Instead of needing to make sense of the background outlined on a unique resume, you can get an at-glance overview of what the candidate is capable of.

Automated messaging

It’s important to keep candidates up-to-date on their application status as your company progresses through the hiring process. However, writing messages from scratch to everyone who applies for a role just isn’t practical.

You can add templated messages to your hiring software that are automatically sent to candidates at the right times. The most common instances are when you receive their application or need to notify them they’re no longer under consideration for the job. Scheduling interviews or presenting an offer letter often requires customized communications but these messages can still be sent and recorded in your hiring solution.

AI can’t identify the best person for the job

While AI is reported to have a major impact on the workforce, recruiters will likely be safe. There are many efficiencies hiring software offers but the benefits are more of automated workflows and not necessarily computerized decision making.

Make the best hire with our “Candidate Evaluation Guide”

The takeaway is that deciding on the best candidate for a job takes human intuition. You can’t run a stack of resumes through a machine or computer program and have it to tell you who to hire.

You can use software to streamline the hiring process. It will help you identify applicants with certain keywords in their resume and cover letter and convert their documents into candidate profiles. You can then easily find out who is worth interviewing and bring them in to meet your team.

But that’s where the benefits of technology cease. Interviews require you to meet with a candidate face-to-face and learn what they can offer to your organization. You’ll then need to make a judgment call and decide who to offer employment. A computer can’t make that decision for you.

Despite all the noise about AI, recruiters probably have nothing to fear. Embrace the benefits technology provides and make sure to conduct the best interviews you can.

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