The Future of Staffing: How AI and Technology are Revolutionizing Recruitment and Hiring

05 Jul The Future of Staffing: How AI and Technology are Revolutionizing Recruitment and Hiring

We all know the world is changing at a very rapid pace. The ways of doing things 10, five, even two years ago are evolving in large part due to the evolution of technological tools designed to make things more efficient and effective. 

When it comes to recruiting and hiring, the adoption and incorporation of artificial intelligence (AI) and other technology can be a huge help to speeding your hiring process and making things easier, smoother and can address problems like unconscious bias while working to get your job postings in front of as many candidates as possible. 

Here are a few ways in which AI and technology are changing recruiting and hiring. 

• Make recruiting a more efficient process. By turning to digital tools to help with your recruiting, you can save, by some estimates, up to 30 hours per week scouring resumes and scanning online profiles to find qualified candidates that would make a good fit with your team. Using scheduling and review tools to analyze resumes and schedule and track interviews with candidates while also providing skills tests automatically to make sure candidates have the abilities they claim to have. This helps HR teams move more quickly from reading dozens or hundreds of resumes to scheduling interviews to finding a short list of the most qualified candidates, all at a much faster pace than doing everything manually.

• Find more qualified candidates. By relying on technology to review applications and resumes, you’re more likely to find candidates who meet your exact needs and standards. These digital tools can analyze information much more quickly than our low-fi human eyes and brains, seeking and finding the exact keywords and phrases you input and identify as important to the job you’re looking to fill. By matching information from your job description along with other details provided to the program, applicants will only be presented to you if they match what you’re looking for. These tools also can conduct passive candidate searches, reviewing online profiles and resumes to find people who have the right qualifications and experience to be strong candidates and reach out to those people to start a conversation about open positions. 

• Eliminate unconscious bias. We’re all guilty of letting our own personal preferences sway our opinions from time to time. Unfortunately, that also means hiring professionals might overlook qualified candidates because of superficial or unimportant information, like where the person went to school, their name, where they live, etc. By stripping away information that has no relevance to the job at hand, keeping the focus only on skills, abilities and experiences, hiring managers and executives will see candidates on an even playing field, deemed worthy of review because of what they know and what they’ve done instead of qualifications that might provide undue favoritism or oversight. 

• Speed the interview process. By relying on AI and technology to identify the most qualified candidates, hiring managers receive a short list of people to interview faster. That’s a great perk! But it gets even better: These same tools can also conduct preliminary interviews through the use of chatbots, gleaning additional information about candidates to find the ones that are best positioned to be a successful candidate and a great asset to your team. Additionally, chatbots can help answer candidate questions about the position and the company, helping to improve the candidate experience and speed the process for them as well. Candidates who have to wait long periods of time to get updated about the interview process or to receive a response to their questions are more likely to feel frustrated and consider other employment options. 

• Improve the onboarding process. When a selection has been made, digital tools can automate offer letters, provide links to pertinent information and even help begin the onboarding process before a new hire begins. Speeding this process is a far more efficient use of your time and the new employee’s time, allowing their first day to be spent learning about their job and getting to know their team rather than filling in paperwork. 

The hiring process can be a time-consuming and exhausting one. Incorporating more technology can make it far more efficient, maybe even pleasant, and can save you time and money that you’d otherwise have to utilize to find the best new candidates for your jobs. It’s a win for everyone. 

If you’d like to learn more about how digital tools can be effective in recruiting, call LeadingEdge Personnel. We excel at finding great candidates for your open positions and we can tell you how technology can be personalized to meet your needs. Giving LeadingEdge Personnel a call today!