AI tools are designed to handle large data sets and can be trained to make decisions based on those data sets. This makes AI a great fit for the recruiting process; given the number of educational, social, practical, and experiential factors that go into hiring best-fit candidates, it’s easy for staff to get overwhelmed, especially when hiring demands ramp up.
One area where AI excels is candidate screening. Teams create simple screening conditions and then let AI explore submitted candidate data. This is a great way to narrow down large candidate lists based on desired experience or skill sets.
AI can also directly parse résumés for evidence of specific qualifications, certifications, or training. Finally, AI tools can coordinate with HR teams and candidates simultaneously to schedule initial callbacks or set up interview times.
Where AI Can Benefit Businesses
AI offers several benefits for high-volume hiring:
Managing Large Applicant Pools
Whether you’re hiring to meet the needs of rapid business growth or handling the regular return of seasonal hiring requirements, common denominators are large applicant pools and small amounts of time.
AI can help streamline this process by quickly classifying candidates and routing them to the appropriate endpoint. For example, a candidate who doesn’t meet minimum experience or education requirements could be eliminated from the pool, while one who has more than you’re asking for can be scheduled for an initial interview.
Improving the Candidate’s Experience
The candidate’s experience matters. Even for applicants you don’t hire, their experience with your business can have a significant impact on brand reputation.
Consider one of the most common unsuccessful candidate complaints: Prospective employers never got in touch to tell them they wouldn’t be moving forward. With job seekers often casting a wide net for employment, definitive answers help streamline the process.
With AI, companies can create conditions that trigger automatic communications. If a candidate isn’t successful in the first screening round or initial interview phase, AI can draft and send an email so candidates know where they stand.
Making Data-driven Decisions
Companies may find that multiple candidates meet key requirements, making it hard to select the ideal set of new staff.
AI helps companies make data-driven hiring decisions that increase the likelihood of successful onboarding and long-term employment. For example, if you have 10 qualified candidates for 5 open positions, AI can analyze factors beyond training and certifications to identify applicants who are likely to thrive in the current company culture.
In addition, AI tools excel at reducing bias in hiring decisions. This is because most bias is subconscious — staff are typically unaware of any bias in their decision-making process. AI, meanwhile, can be trained to identify and avoid this nonobjectivity.
How HR Teams Can Make the Most of AI
Effectively implementing AI requires a focused approach. Here are three best practices for teams to make the most of AI:
Keep a Human in the Loop
No matter how accurate and agile your AI tools are, it’s important to keep a human in the loop. This could take the form of executive recruiters who have the experience and expertise to seek out top-quality candidates for further assessment or it could look like HR staff randomly pulling and reviewing AI decision data to ensure it aligns with expectations.
Regularly Update Criteria
AI tools excel at learning — within the frameworks provided. As hiring needs change, HR teams need to ensure that models are reflected to update new expectations. Consider a company shifting from the search for front-line talent to finding a new C-suite member. If AI frameworks aren’t updated to screen for executive experience or certifications, teams may be overwhelmed with large volumes of approved applicants who aren’t the right fit.
Test, Test, Test
The accuracy of AI outputs depends on the data you’re using and the questions you’re asking. Information that’s out of date or incorrect may lead to answers that seem reasonable but aren’t true or accurate. Questions that are too vague or too specific, meanwhile, may lead to missed opportunities.
As a result, regular testing is important to ensure the accuracy and reliability of AI models, especially as hiring volumes ramp up.
Making the Most of AI for High-Volume Hiring
AI tools enable high-volume, high-accuracy candidate assessments, helping companies better manage large application pools improve the candidate experience and make data-driven decisions.
But AI isn’t enough on its own. Making the most of intelligent tools means combining the power of AI with the knowledge of experienced recruiters to find and retain top talent.
