The benefits of AI in recruitment

By Rona Horsfall. Associate Director, Recruitment

The integration of AI into the recruitment process offers substantial benefits for both employers and candidates. From time and cost savings to enhanced decision-making and reduced bias, AI can help optimise the hiring process and ensure that the best talent is identified and recruited. With continuous advancements in technology, the role of AI in recruitment is set to expand even further, revolutionising the way councils attract, evaluate, and hire talent. As AI continues to evolve, it is changing every 3.5 weeks and some even liken it to the motor car in the 1900s. But it will not take 120 years to get where the car is today, more like 5 years, and councils and suppliers who embrace it are likely to gain a competitive edge in the talent acquisition market. In the end, every recruiter will have access to the same technology – it is the incremental improvement in influencing skills that will differentiate the good from the average. 

As Greg Savage mentioned in a recent webinar, “unlike shares, movie tickets, shoes, groceries and books - ‘Talent’ is not an online commodity.  Recruitment is the only industry where what you are selling, can say ‘no’. Recruitment cannot yet be fully automated.  Yes, technology will have a big impact (good and bad) but for now, recruitment is a marriage of art and science. It is about deciding what parts of the recruiter’s job will be better done by technology, and what parts will be done better by humans.” 

High quality, effective, innovative technology eliminates the hack work and can improve the process at every step. Highly evolved, deeply sophisticated human influencing skills create outcomes that technology cannot.  According to the Bullhorn GRID 2024 only 15% of its top performing agencies are adopting AI tools so things are evolving quickly but there is caution as to which parts will be automated and how.  

The Global Government Forum also makes some salient points: Don’t ask, ‘Will AI and tech replace recruiters? ‘Ask, ‘What parts of the recruiter’s jobs will be better done by tech?’ Then, relentlessly acquire and polish the skills that will keep your HR team relevant. AI will not destroy recruitment. But it may take your job. The real value of a recruiter whether internal or external is selling…advising…consulting… insights… influencing. Great recruiters do not default to hiding behind digital. At Peak Services we have mastered the ‘craft’ of recruitment and are skilled at engaging, building trust and credibility and creating outcomes. This will be the only part of the job that tech will not do! 

AI is transforming recruitment in many ways, streamlining processes, and improving outcomes for both employers and candidates. And it is worth remembering that candidates are more frequently using AI to cheat the system in a variety of ways from automated replies, resumes and cover letters, through to question prompts in interviews. This results in a deluge of AI generated applications, finessed resumes, reduced authenticity, application/interview performance discrepancy etc. So, the human touch to personally check references, confirm work and education details and high touch sourcing of candidates will always characterise successful recruitment no matter how much AI can assist with other areas of the process. 

Here are some key areas where AI is making an impact in recruitment: 

Resume screening and shortlisting: AI-powered tools can analyse resumes more quickly and accurately than humans. They assess qualifications, experience, skills, and even patterns in language that match job descriptions. These systems can help recruiters quickly filter out unqualified candidates, ensuring they focus on the best fit. AI can automate the initial stages of recruitment (like sourcing and screening), but building genuine relationships with clients and candidates is still a human skill. Recruiters need to connect with both parties to understand their needs and motivations. 

Chatbots for candidate engagement: Chatbots are increasingly used for engaging with candidates, answering frequently asked questions, and even scheduling interviews. These bots can provide a more efficient and engaging experience for candidates, making them feel more connected to the process and reducing administrative burdens on recruiters. 

Predictive analytics: AI can analyse historical hiring data and trends to predict which candidates are most likely to succeed in a role. These predictive tools can consider various factors such as the candidate's past experiences, personality traits, and even data from their social media activity to determine if they are a good cultural fit. 

Personalised candidate experience: AI can create a more personalised recruitment experience. For instance, AI-driven platforms can recommend jobs to candidates based on their skills, interests, and previous applications. It can also send personalised messages, keeping candidates engaged throughout the process. Companies such as Synaptico are one of the many companies refining this capability. But no matter how efficient and effective they are in streamlining efficiencies it is important to remember that sole dependence on AI can overlook human insights, which are crucial in final hiring decisions. 

Building trust, navigating emotions, and handling delicate conversations require empathy - something AI cannot replicate. 

Bias reduction: One of the most significant advantages of AI in recruitment is its potential to reduce bias. Algorithms can be trained to evaluate candidates based on their qualifications and experiences, rather than unconscious bias related to gender, ethnicity, or other factors. 

Interview automation: AI is being used to conduct initial interviews through video or audio-based assessments. These tools can assess candidates’ answers, facial expressions, and tone of voice, giving recruiters insights into their suitability for the role even before an in-person interview takes place. 

Skill assessment and testing: AI can help create and evaluate skill-based tests that candidates can take as part of their application process. These assessments can test technical skills, soft skills, and cognitive abilities, helping employers make more informed decisions. 

Compensation & expectations: Negotiating salary and contract terms, aligning candidate expectations with offers of employment, and managing counteroffers all require soft skills that are crucial to the human-element of the recruitment process. 

The key takeways: 

• Use AI to automate repetitive tasks, source candidates, and enhance candidate engagement. 

• Ensure that humans remain involved in key decisions, such as evaluating culture fit, reference checking, making final hiring decisions, and offering personalised communication. 

• Continuously monitor your AI tools for fairness, ensuring they are free from bias and transparent in their decision-making processes. 

By combining AI’s efficiency with human empathy and judgment, you can create a recruitment process that is not only faster and more accurate but also more candidate-friendly and inclusive. 

AI-powered talent sourcing is a game-changer for HR/recruitment teams, enabling them to find better candidates faster, streamline repetitive tasks, and build more diverse and inclusive hiring practices. However, it's important to ensure that AI complements rather than replaces human judgment, especially in evaluating cultural fit and assessing soft skills, where human recruiters can add significant value. 

Peak Services, like every other organisation out there, is navigating the efficiencies AI can bring to our sophisticated processes and if we can assist you with any aspect of navigating this space, please reach out. 

I want to also thank Greg Savage for allowing me to use some of his extensive research on this subject and encourage to you visit his website www.gregsavage.com.au if you don’t already subscribe to his blogs. 

https://www.bullhorn.com/uk/grid/2024-industry-trends-report/ 

The recruitment team is here to work together to make your region a destination of choice for skilled professionals. Contact us at recruitment@wearepeak.com.au