There is no doubt that Artificial Intelligence is ‘Reinventing Human Resources’

From sourcing and screening candidates to interviewing and onboarding, AI is undeniably changing HR’s capabilities. A report from Deloitte in 2017 notes that 38 percent of survey respondents believed AI would be widely used at their company within three to five years. In 2018, that number rose to 42 percent,. It’s still climbing.  

As artificial intelligence evolves, we’re going to increasingly rely on it for boosting the hiring process. Rise of AI has the potential to transform our future more than any other technology. So it is, as we already see in hiring. 

AI is already saving HR teams time and money while attracting the best candidates in these key ways:

  • Upgrading the Sourcing pattern – AI programs can search online resumes and social profiles to find the best candidates for each job based on specific traits.They can also relay personalized messages to promising candidates and do it in scale — something human recruiters could not do alone. 
  • Smoothen the Employee Experience – Once your AI program sources and contacts candidates, AI can lead them through the recruiting funnel quickly and efficiently, ensuring the candidate experience goes smoothly.  Recruiter chatbots can provide real-time answers to candidate questions, offer quick feedback and suggest next steps.
  • Enhancing Screening process– AI-powered conversational tools can also give the screening process a boost. Since these tools are always learning, they’re ideal for when going back for a second look at candidates who applied in the past. AI tools can store essential data on all applicants, saving time and effort when you’re ready to reach out to them again.
  • Playing a supporting role in Interview –  AI in HR provides a simple way not only to reach out to possible candidates, but also screen, rank, and shortlist their resumes based on the traits most relevant to your company. Then, once you have a list of people you’d like to interview, the chatbot can act as the scheduler.Certain AI tools can also help you conduct a later-stage virtual interview before inviting a candidate to come in person. Conducting a video interview with preset questions, you can run an AI program to analyze candidates’ facial expressions, tone of voice, mannerisms, and word choice. This technology will make it more likely you’ll end up with new employees who fit your company culture, which is why major brands like Google, Facebook, and Apple have been using this technology for years. 
  • Onboarding – AI is also improving onboarding procedures — by, for instance, automating repetitive or tedious tasks like conducting background checks, putting together documents about benefits, and creating offer letter templates. AI can also help organize, print, and deliver all onboarding paperwork. The same can be said of training documents — another time-consuming step when the HR team has to do it manually. Instead, AI-powered tools can ensure all new employees receive copies of the paperwork that spells out company policies and log-in information.They can track when documents have been read, prompt an electronic signature, and schedule meetings to go over the information further when necessary. And all can happen 24/7 from anywhere, which means employees can start training or getting answers to their questions any time and from any device. It also allows the HR department to focus on tasks that cannot be automated or done outside of business hours.

 As the understanding of AI in the recruiting industry increases, so will the development and adoption of AI tools to support the hiring process, from candidate engagement to communications workflows and beyond. Staffing and recruiting professionals need to be aware of how AI tools lead to savings and better candidate experience, as well as how their limitations allow them to focus more on work that improves the candidate experience.