<img height="1" width="1" style="display:none;" alt="" src="https://dc.ads.linkedin.com/collect/?pid=157458&amp;fmt=gif">

Call the team: +44 1273 734000

Log in

8 Ways A.I. is Revolutionising Recruitment

8 Ways A.I. is Revolutionising Recruitment

8 Ways A.I. is Revolutionising Recruitment

There are many stages in hiring a new employee, from initial advertising for the position to on-boarding into a new workplace environment.  This process alone is expensive and any mistakes along the way could lead to the new hire leaving a mere 6 months later, costing your company upwards of £30K in lost productivity and having to re-start the recruitment process.

Artificial intelligence (A.I.) is the shiny new way to improve this procedure, increasing reliability and efficiency, so here are 8 ways A.I. is altering the way in which we recruit new talent:


  • Eliminates bias: One advantage of A.I. is that the process is automated, there is no form of unconscious bias that may be involved as with human candidate selection. Even if we aren’t aware, one may be swayed by information such as a candidate’s age, gender or name. When A.I. is used these details can be reliably ignored and instead relevant information can be picked out with no outside influence.


  • Speeds up the process: A.I. programs can scan CVs for relevant information, remove any erroneous details and categorise candidates based on what they find for recruiters to review at a later date. This is the most time consuming process for human recruiters to sit through, so this luxury saves vast amounts of time meaning that recruiters have a spare moment to work on building real meaningful human relationships with prospective employees in the final stages of the process. Which A.I. can’t do ...yet.


  • Better job descriptions: A. I. can help to draw in the best candidates for your position through enhanced job descriptions. Writing tools can help you write in a descriptive yet clear style as well as helping to pick out words which will resonate with particular target groups and avoid confusing jargon. If your job description is more attractive, more candidates are likely to apply to fill the vacancy.


  • Engages applicants: Once prospective candidates have read through an advert or applied for a position online, chatbots can be used to keep the candidate engaged and informed. Chatbots are computer programs used within a website and are most commonly formatted like a messenger service at one side of the screen – inviting you to interact with them should you have any questions. They can mimic conversations with people to provide information and are handily available all hours of the day with knowledge of a variety of information unlike their human counterparts. They can pop up as candidates scroll down a page or once they have applied to answer any questions or worries they might have. This constant support will make candidates more willing to apply and feel valued even as a potential employee.


  • Reliable video interviewing: Video interviews are increasingly common, especially within international companies, however not without their downfalls. For example, due to difficulty in controlling interview conditions there may be an inconsistent level of formality or access to additional information despite candidates being given interview conduct guidelines. A.I. can be used to measure eye movements to determine whether a candidate is looking at resources such as cue cards or closely monitor sound to see if there is someone else on the phone or in the room helping with answers.


  • Wider pool of candidates: Recruiters often look for candidates that aren’t currently applying for jobs but for those who could be headhunted from existing positions. A.I. can meticulously search through social media, personal sites and chat rooms to predict the likelihood that someone is open to a job change as well as whether they would be a good fit for the position.


  • No costly mistakes: The stress and time pressure involved in recruiting new hires can result in less than ideal decision making. False positive candidates who appear to be a good fit for the position but turn out to be a mistake and false negative candidates who are wrongly overlooked are both common. All the above benefits show that using A.I. means the process is more rigorous and simple at the same time, avoiding these issues.


  • Higher retention: Following on from the previous point, a more accurate and thought out recruitment process will mean a higher calibre of candidates who are also a better fit for the company are brought on to be members of the team. In turn, this means candidates feel they can thrive in the workplace. They are motivated to stay and share their full potential.


If you like the sound of these advantages, our online psychometrics platform Psycruit will allow you to feel the benefits of computer based intelligence in your recruitment process. 

Published by Lily Harvey

June 28th, 2018 | Recruitment, A.I.

Share This Story, Choose Your Platform!

Email the Team

Request a Callback

Before providing any information please read our Privacy Policy to see how we use your data.

Request a callback