7 uses of AI in recruitment
7 uses of AI in recruitment
One of the most talked about trends in HR and recruiting has been AI or artificial intelligence. HR is focused on recruiting, retaining, hiring and developing people. These activities are of great importance to business and maintaining the health of the economy. More and more companies are turning to intelligent machines to stay informed of the needs of candidates and employees.
Artificial intelligence helps to outsource not only administrative tasks of HR and recruitment, but of the entire organisation, as employees are not only the responsibility of HR, but are the responsibility of every manager, leader and the executive team.
1. Recruitment of candidates with AI
Today, there are several artificial intelligence tools that can engage the candidate before or after they apply for a job within a company. Companies can evaluate candidates by having AI tools answer candidates' most common questions or concerns about the position while also informing the company of candidate feedback. This could help your recruiter assess the candidate as quickly and effectively as possible.
2. Candidate loyalty
Los candidatos no tienen comunicación con el empleador durante el ciclo de reclutamiento hasta el momento de la entrevista. La inteligencia artificial automatiza el proceso de participación de candidatos más allá de los correos electrónicos automatizados. Gracias a la inteligencia real de la IA, el candidato podrá dialogar con el reclutador en tiempo real y de manera natural, individual y personalizada.
3. Re-engagement with IA
Either by the ATS or CRMIn addition, candidates' records are often not changed after they apply for the job. AI tools provide the opportunity to be able to update candidate history to re-recruit a specific niche of candidates for new jobs.
4. More efficient onboarding process
While new employee orientation is effective for introducing your new employees to company culture, processes and policies, artificial intelligence can answer other common questions and provide new employees with information and resources that support your current programmes. It is critical to introduce new employees to the company's culture, work system and policies. But it is also vital to remind them of information and learning about current programmes, and artificial intelligence makes this possible.
5. Post-offer service
Once a candidate accepts a job offer, there is a period of time during which there is no communication between the company and the candidate. Artificial intelligence makes it possible to follow up with the candidate to increase candidate acceptance rates.
6. Employee relations
Communication is essential for employee loyalty. Sometimes they have questions about pay, holiday time, benefits, etc. They may also have questions that require a more detailed response. But they may also have questions that require a more in-depth conversation with the HR manager. With chatbot or virtual meetings such conversations can be generated to ensure employee satisfaction.
7. Case management and scheduling
When managing situations between employee and company, artificial intelligence creates a list of questions and answers about possible incidents, complaints or investigations. In addition, HR managers spend a lot of time coordinating interviews or work meetings. Artificial intelligence makes it possible to book meetings, schedules and interviews, and it does this on its own.
At Qaleon we have developed two AI solutions for both recruitment and internal promotions through customized training. One of them is Aliziawhich helps companies find technology talent with AI, another one is Empleable which offers training itineraries aimed at growth objectives.