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Is Your Recruiting Process Ready for AI?

Recruiters know how much time and work goes into finding the right candidates. For each candidate, the traditional recruitment process requires at least a few seconds of resume review, a 10-15 minute phone screening, assessments and reference checks, a few minutes of internal conversation and interview scheduling. If the candidate moves into the next step after speaking with the hiring manager, there is an offer letter to write, background checks to order and probably even more phone time. And that’s if the recruiter isn’t actively pursuing passive candidates.  

However, do recruiters need to be doing all of the legwork?

Integrating artificial intelligence (AI) into the hiring process can transform the recruiting function – handling tasks like scheduling, screening and sourcing. Elements like…

  • Screen smart: Give candidates immediate answers about the process, and ask them screening questions.
  • Automate tasks: Schedule interviews, send follow-ups and communicate next steps automatically. 
  • Provide insight: Instantaneously analyze candidate data that traditionally requires hours in a spreadsheet.

Screen smart, automate tasks, and provide insights.

Of course, talent acquisition professionals are concerned about the implications tech like this could mean for their jobs. The truth is, recruitment AI brings more than a few benefits for current acquisition professionals. That’s why even though only 15% of organizations are currently using AI, 31% are planning to implement it within a year.

Is your #recruiting process in need of a little #AI intervention? This @AllyOAI post can help you decide: Click To Tweet

At AllyO, we’ve helped many organizations meet the needs of their recruiters and create a better candidate experience by implementing AI. If the following scenarios sound familiar, it’s time to consider an upgrade with AI.

1. There’s simply not enough human resources in HR

Studies point to top talent being on the market for an average of 10 days. If application backlogs mean it takes too long to respond to candidates, top talent could be snatched up before you even get them to the phone screening. On average, large organizations report that 75% of their recruiters feel overwhelmed.

How AI Helps: AI tools can take this burden off the recruiter while improving the candidate review and response rate.

2. You’re desperate for qualified applicants for specialized roles.

75% of recruiters report not having enough qualified candidates in the hiring funnel.

While some of that might be a skills gap or the lower than ever unemployment rate, chances are your next best hire is passively working for another employer. In fact, 73% of the U.S. workforce considers themselves passive and open to new opportunities.

How AI Helps: AI tools that use the “text to apply” method can create new channels for your talent, shorten the application process and aid in posting jobs to larger and more diverse forums.

3. You have plenty of candidate data but can’t make sense of it.

While 75% of companies believe HR data and analytics are important, only 8% feel their organization has strength in those areas. Many companies know they need to collect candidate data and they understand that it can be very informative for future recruitment strategies. However, collecting the data is only half the equation. Without a system to standardize and analyze candidate data, you’re missing out on extremely valuable insights.

How AI Helps: AI can help quickly identify patterns of characteristics that indicate top talent and uncover markets your business is having trouble hiring in to give HR a bigger seat at the leadership table.

Current recruiting statistics

Your AI future is closer than you think

But maybe you’re reluctant about the transition, investment and process required for implementing AI. The truth is, most organizations are far more ready to deploy AI as a recruiting tool than they think. At AllyO, we’ve developed several best practices you can use to get your AI recruitment program started within a matter of weeks.

1. Drive your organization around a single key focus metric.

AI isn’t about solving everything for everyone with one brushstroke. Starting with a metric that defines your organization’s success is where you will be most vested and be able to drive multiple stakeholders.

Determining Your Metric: Not every organization will have the same indicator of success. Take a moment to consider what part of your recruiting process is causing the most hang-ups. If your job ads are garnering high interest but low completions, there might be an issue with the difficulty or length of applications. Your focused metric should be application completion rates and your AI might best serve candidate communications and support. Another company might feel disconnects in internal communications that leak into their ability to move quickly in the hiring phases. For those organizations, time-to-fill might be the metric they watch closely.

“Knowing our optimal employee fill rate was critical but had often been a challenge that had a significant impact on our store sales. AllyO helped us solve for that.” 

– Talent Acquisition Manager of a national retail chain with 1,000+ stores

2. Pick an AI solution provider that isn’t fluff.

There are a lot of flashy demos — but very few AI solutions that really work as promised. When you’re choosing a vendor, go deep with your questions. Do they have real customer deployments where they have solved for a similar metric? How long does it really take to set up? Can the provider not only fix your immediate problem but also impact other problems over time? 

Have they worked with someone in your industry, hiring for similar candidates?  

75% of companies believe #HR data and analytics are important, but only 8% feel their organization understands it. AI can help: Click To Tweet

See Through the Fluff: Create an agenda for the demo and be sure to run through any questions that aren’t answered by the representative. Be open to exploring online reviews of the products you’re evaluating as well. Not all products or solutions will have a huge presence, but what you do find can be valuable. For example, does their website offer insight into the practice of recruitment or resources that can help your organization build a more substantial program?

Often we get hung up on the product and software itself when there is so much more to entering a partnership with a vendor. In fact, ask the vendor how far their solution extends. Some AI strictly stops at candidate experience while others bridge gaps beyond a single element in recruiting.

“We initially engaged with AllyO to improve our time to hire. Not only did our time to hire improve, but AllyO also provided a solution that solved some of our post-hire churn issues, which enabled our team to focus on more strategic initiatives.”

-CHRO of Global Staffing Solutions Provider with 10,000+ Hires

3. Experiment to ensure great outcomes, but don’t forget the candidate experience.

When implementing new technology, regardless of what it is, there should be a sense of freedom and experimentation. While you’re working with your vendor to understand the features and potential uses within your organization, there is also the chance to rebuild inefficient or outdated processes. With AI, candidate and HR data are now being presented in a usable way. Use that to your advantage by allowing the analytics to influence your recruiting program’s development.

Put Candidates First: Treat an AI deployment with an iterative approach. Pilot with a small group of diverse and geographically targeted locations and requisitions before full implementation. Don’t forget to seek feedback by surveying candidates and recruiters.

“We’re in the business of making people happy and comfortable. AllyO was able to give us guidance into how to both make sure our recruiters were being more productive while also improving the candidate experience.”

-VP of Talent Acquisition of global hospitality chain with 1,000+ hotels

Once you have piloted your program and assessed its effectiveness, only half of the work is over. Trends and expectations change with the seasons, so your program should be under a continuous evaluation. Luckily, AI grows with organizations. Sizing up or down, reshaping processes and building new structures are all possible around the right recruiting AI.

Still need a little more help deciding if your company is ready for recruiting AI? Click here to download our tip sheet: Is Your Recruiting Process Ready for AI?

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