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5 Uses Of AI in Recruitment That Will Take 2019 By Storm Empass - Blog

Since the advent of the Application Tracking System (ATS), recruiters across the globe have leveraged technology to make their jobs easier. For instance:

  • Big Data analytics has enabled talent acquisition specialists to make strategic hiring decisions.
  • Candidates can look for jobs on their smartphones thanks to job search apps like Indeed and Naukri.com.
  • Social media is being used aggressively by 92% of companies for searching and screening candidates.

The recruiters spent most of 2018 in familiarising themselves with Artificial Intelligence (AI). A Korn Ferry global survey revealed 69% of recruiters believe AI helps in garnering higher-quality candidates.

This year, AI products became more widely integrated and available in ATS, CRM, and HRM marketplaces. As the New Year has begun, let us discuss how AI in recruitment will take 2019 by storm:

1) High-volumes tasks to get automated

Have you heard of the phrase “doing more with less”?

That’s precisely what recruiters are set to practice when the hiring volume increases in 2019. 56% of talent acquisition specialists revealed that even though the recruitment targets are more next year, they have no plans to expand their recruiting teams.

That’s because an AI-powered technology can automate time-consuming tasks like resume screening and shortlisting candidates who ideally take 23 hours of a recruiter’s time for a single candidate.

2) Recruiter-candidate relationship to get better

In 2014, 6% of candidates who applied for a job in Virgin Media pulled out their application because of a lousy experience with the recruiters. The same cost the company not just time but also 4mn pounds!

Five years later, AI-powered recruiting tools are going to take a friendlier approach for contacting those candidates that are passive but happen to be an excellent fit for an organization.

Empass uses AI-based technologies to evaluate candidates remotely and help identify the most suitable and genuinely engaged ones by conducting video and audio interviews and short technical and aptitude tests.

The system help recruiters in nurturing such candidates further and building a relationship with them so that they can be successfully converted into employees of the organisation.

3) Chatbots to become a “mobile-friendly” function

According to Grand View Research, the chatbot market size is estimated to touch $ 1.25bn by 2025. The statistic isn’t surprising since 63% of people consider messaging a bot to communicate with an organization.

In 2018, the recruitment industry witnessed a rise in the use of chatbots for pre-screening and pre-qualifying candidates. The AI functionality has enabled recruiters to not only save a lot of time but also to improve the candidate experience they represent.

A survey by Allegis confirms that 66% of job applicants are comfortable interacting with a chatbot. It looks like the recruitment industry is ready for mass adoption.

4) Candidate bias to get eliminated

When humans are involved, emotions tend to creep in irrespective of industry or processes. Bias is enormous in the recruitment industry, and whether you like it or not, it is difficult not to let our judgment be clouded by bias – especially when it comes to hiring the right candidate!

Thankfully, some AI-powered applications enable a bias-free recruitment process by matching the candidate’s qualities to the criteria set by the company. If the score is high, the candidate goes a step further in the hiring process. Otherwise, he or she is shown the door.

5) Candidate sourcing to get more effective

Have you noticed how recruiters waste their time in reaching out to those professionals who are not even looking for a job change? You will be surprised to know that 95% of professionals who are approached with a new job opportunity are not interested.

With the help of AI-powered tools, recruiters can improve the quality of candidates by not only evaluating their technical skills but also analysing their biometrics and quality and authenticity of the candidates’ responses via voice and video.

Moreover, we have seen how comfortable people have become with chatbots. Therefore, don’t be surprised to see if chatbots go out and find candidates on LinkedIn and start conversations with them regarding the same.

Over to you

While no one wants to hire inappropriate candidates for their organisation, the recruitment process in itself requires a surplus of efforts. To alleviate the pain, AI-driven solutions can help free up the time of recruiters and reduce hiring costs drastically.

Empass Hire solves recruitment problems using mobile and AI on a single platform. Want to see how it can benefit your organisation? Go here.

Asavari Sharma

Asavari is a Digital Marketing & Communications Lead at Empass. You'll often find her marketing gamification for skill assessment to colleges and companies, and educating recruiters on the benefits of using AI and mobile to hire the best talent. She is also the primary author of the Empass blog.

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