AI Solutions & How They Work

There has been an explosion of intelligent tools that are reducing costs and increasing efficiencies in the talent acquisition and recruitment process. With this guide, you can make sense of the types of tools available, along with a sampling of solution providers. Read on to see which are right for your recruitment needs.

Note: Lists of tools included in this guide are not fully comprehensive or ranked in any kind of order.

 
robo-screen
 
 

Source and Screen Tools

THE PROBLEM:

75% of resumes received are considered unqualified.

THE AI SOLUTION:

Pre-hiring and automated screening software determine what good candidates look like based on your past hiring decisions.



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Video Tools

External Sourcing Tools

Chatbot Tools

Why is this important?

  • According to a survey by Ideal, 52% of TA leaders say the hardest part of recruitment is screening candidates from a large candidate pool.

  • The tools screen out unqualified candidates who lack the desired level of skills and competencies for the job.

  • They automate the redundant parts of a recruiter’s workflow so they can focus on what they’re good at, building relationships with the best candidates.

How is it being used?

  • Automatically uncover candidates from databases with the highest potential for job success.

What are the challenges?

  • Potential unconscious bias toward candidates

  • Risk missing out on the right candidate because technology isn’t 100% perfect

  • Video screening can be problematic when it comes to privacy (cannot ensure all video screenings are taking place in private settings)

robo-discovery
 
 

Talent Discovery and Matching

THE PROBLEM:

A survey by TalentDrive found that two-thirds of employers don’t know how many qualified candidates are in their ATS.

THE AI SOLUTION:

Mine the existing resumes in your ATS to match prior applicants to a current req.



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Talent Discovery Tools

Why is this important?

  • Companies invest a lot in building their employer brand and getting candidates to apply. When they don’t get hired, they should be considered for other roles.

  • It’s all about quality not quantity – tapping into your internal ATS helps mine for quality.

  • Accelerate time to hire.

  • Fish your own pond before casting your net elsewhere.

How is it being used?

  • Re-engaging with candidates

  • Segmenting candidates who are “most likely to reply” or “need more information”

  • Automating job matching with candidates

  • Finding relevant talent faster and easier

  • Creating talent pools with existing candidates

What are the challenges?

  • Evaluating and forecasting headcount of talent pool is key in order to re-engage with applicants

  • Implementing a new process among recruiters for screening candidate resumes

robo-bias
 
 

Unconscious Bias Technology

THE PROBLEM:

Stereotypes based on all kinds of characteristics can permeate the professional space, even if we don’t realize it. This can affect recruitment processes and hiring decisions.

THE AI SOLUTION:

Technology can help create a bias-free recruitment process.



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Unconscious Bias Technology

Why is this important?

  • Most discrimination is extremely subtle and often unconscious.

  • If diverse candidates are screened out based on their resume, they can never get hired.

  • Recruiters often look for candidates like themselves, consciously or unconsciously.

  • Recruiters often look for talent that fits a specific “type,” background, or “culture fit.”

  • Diverse candidates (especially women) have been shown to be less willing to negotiate a higher starting salary rate.

How is it being used?

  • AI for recruiting promises to reduce unconscious bias by ignoring information such as candidates’ age, gender, and race.

  • Omitting or masking candidates’ names as well as other irrelevant factors can improve the number of diverse candidates who make it to the interview phase.

  • Rewriting job descriptions that don’t negatively influence job seekers

What are the challenges?

  • Training HR staff for new technology is a challenge

  • Lack of transparency when it comes to qualifying and disqualifying candidates

  • Human bias already present in the recruiting process (even unconscious) may be learned by AI tools.

robo-chatbot
 
 

Chat Bots/Text Messaging

THE PROBLEM:

Candidates can feel like they apply into a “big black box,” and engagement with interested candidates is limited and not timely. Candidates crave  more information before applying and can’t get in touch with a recruiter in a timely manner.

THE AI SOLUTION:

Computer programs that mimic conversations with people via audio or text, used to communicate information to users.



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Chat Bots/Text Messaging

Why is this important?

  • Makes candidate communication 98% faster than email

  • 65% of resumes received are ignored – chat bots automate the response process.

  • Chat bots provide opportunities to streamline and reduce the administrative process of scheduling phone screens – helping to keep candidates engaged while reducing time to fill.

  • Increases the candidate experience

  • Recruiters can focus their efforts on qualified candidates.

How is it being used?

  • Streamline top of funnel recruiting activities through collecting candidate information, implementing screening questions, answering FAQs, and scheduling interviews

  • Decreasing the time to fill

  • Informing job seekers of new opening or events

  • Custom messages

  • Live chat

What are the challenges?

  • Timeliness and nuance of recruiter response vs. chat bot

  • Lack of standardization in how people text (e.g., slang, emojis)

  • Lack of “human-ness” in a chat bot

  • Unpredictable reaction of candidates to a chat bot

  • Decision tree complications

  • Unprogrammed questions

robo-game
 
 

Gamification / Virtual Reality

THE PROBLEM:

Candidates view people and culture fit as a priority when it comes to assessing new potential employers, but it can be hard to convey both effectively during the recruitment process.

THE AI SOLUTION:

Gamification is the concept which uses game theory, mechanics, and game designs to digitally engage and motivate people with a potential employer experience.



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Gamification Tools

Virtual Reality Tools

Why is this important?

  • Improves the candidate experience, showing candidates that the company is cutting edge

  • Pre-qualifies candidates through tests and strategy games

  • Improves quality of applicants

  • Increases candidate engagement

How is it being used?

  • VR can be used for training.

  • VR can attract younger candidates at job fairs.

  • Allows candidates to get a feel for the workspace and culture

  • Tests through gamification are used to find candidates with the right skill sets.

What are the challenges?

  • Upfront costs

  • Integration

  • Measuring candidate experience effectively

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