3 Innovative Uses of AI in Recruitment

Vinita Venkatesh
| Vinita Venkatesh
Artificial Intelligence
3 innovative uses of AI in recruitment

Where should you make use of AI in recruitment? There are many ways to use recruiting AI. You can have it perform complex analysis, you can use it for predictive assessment, you can even use it to optimize your job board ad spend. To help you shorten the list, we’ve compiled the 3 most innovative uses of AI recruitment tools in this article. Follow these 3 use cases to get the greatest benefit from recruiting AI. You’ll be able to use it to create a 4x increase in your placement rate.

In this article:

  1. Optimized Job Descriptions
  2. Passive Candidate Database Engagement
  3. Recruitment process automation

Use AI to Analyze Job Descriptions

Years ago, research by Gaucher, Fresien, and Kay proved the existence of unconscious bias in job descriptions, it created perceptions of gender discrimination in the workplace, and it prevented female applicants from applying.

While additional research has not been conducted specifically on the language found in job descriptions and it’s effects on other populations such as ethnic minorities, the physically disabled, or the neurodiverse – based on Gaucher’s research we can safely assume that biased language affects all of us whether we’re female or not.

One way AI can help your staffing company create more diversity in the workplace is by analyzing your job descriptions and other forms of written communication for biased language. There are many systems out there that can assist you with this but the most well known is an AI-based solution called Textio.

Engage Your Passive Candidates With AI

How many passive candidates does your staffing agency have in your ATS? In our work at Mya, we’ve seen that many of the world’s largest staffing agencies have millions of passive candidates in their database. What we were surprised to discover, and what you might be surprised to find out too, is that almost all of their candidate had information that was out of date.

Even the largest and most successful staffing agencies in the world struggle with keeping their candidate profile data relevant and engaging their passive candidates to convert them into an active pipeline.

There just aren’t enough recruiters to keep in touch with and engage millions of passive candidates. This is where conversational AI for recruiting can help. CAI can outreach to your passive candidate database and have 2 kinds of conversations.

It can reach out to do a candidate profile refresh. During a refresh conversation, a conversational AI will ask general questions like “how is your career progressing?” or “what are you looking for next?” It’ll then update the candidate’s profile in your ATS with new data.

The other kind of conversation that can be had is a job req conversation. Your recruiting team can select a group of your passive candidates, and have CAI reach out to them to convert them into active, engaged, and pre-screened talent pipeline for your recruiting team. Passive candidate engagement is one of the most impactful uses of AI in recruitment for staffing agencies.

Recruitment Process Automation

There are processes that you should have your recruiting teams spending time on. Processes like interviewing candidates, engaging with hiring managers, and creating recruiting strategies are all things that create a lot of value for your agency. But there are also processes that you should automate. You should automate pre-screening, interview scheduling, candidate engagement in high volume hiring, and data entry tasks.

Recruitment process automation is a category of use cases for conversational AI for recruiting. With recruitment process automation(RPA) your staffing agency can completely automate high volume candidate engagement, interview scheduling, and data entry.

You can also use RPA to add a second stage of pre-screening which surfaces the most qualified and engaged candidates from your talent pool for your recruiting teams. Using conversational AI for recruitment process automation will create speed and efficiency for your staffing agency. One immediate benefit from RPA is a 79% reduction in time-to-interview. If you aren’t considering it already, conversational AI for staffing agencies is a recruiting technology solution you absolutely should look into today.

Use conversational AI to transform your recruiting

As your staffing agency looks for ways to increase speed and efficiency in your business during challenging market conditions, following the 3 uses of AI in recruitment can be your source of competitive advantage. By automating time-intensive, important, but low business value tasks like scheduling with CAI you can free your recruiting team to focus on activities that create more value for your agency.

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