The Secrets of the AI Powered Recruiting Model
Conversational AI for recruiting is transforming recruiting operations for Fortune 500s and the largest staffing agencies in the world. By adopting recruiting AI, many of these companies are embarking on a journey of digital transformation. They’re becoming faster, more efficient, and more effective at recruiting in a fast-paced dynamic job market. In fact, that’s the core benefit of transitioning to an AI powered recruiting model, also sometimes called AI driven recruiting.
In this article, I’ll explain exactly what AI powered recruiting is, how it’s being used to transform way recruiting organizations operate, and how you can get started with building an AI powered recruiting model of your own.
What is AI Powered Recruiting?
AI powered recruiting is the future of recruiting operations models. At its core being an AI powered recruiting organization means strategically deploying recruiting automation, through the use of AI, to improve candidate experience and increase the speed and efficiency of your recruiting processes.
This model can be used by any company, of any size, but we’ve seen it work best with Fortune 500 companies and large staffing organizations. The real beauty of an AI recruiting model is that it creates flexibility for your recruiting operations to scale in real-time, in response to fluctuating market conditions or client demands.
How AI Powered Recruiting Creates Digital Transformation
When you’re adopting an AI powered recruiting model, you’re going to strategically deploy automation to fix inefficiencies in the hiring process. There are 5 challenges that staffing agencies and corporations use AI in recruiting to solve. They use it to create efficiencies in high volume recruiting, interview scheduling, database management, and talent pipelining.
AI for High Volume Recruiting
Many leading brands struggle with high volumes of inbound applicants for roles.In fact, data from Glassdoor reports that the average job opening can receive 250 applicants. With the number of unemployed at all-time highs, it’s likely the number is even higher. The issue with receiving so many applicants is that it’s virtually impossible for a recruiting team to have conversations with all of them fast enough.
This causes candidates to drop off, damages candidate experience, and makes it difficult for companies to hire quickly. AI powered recruiting solves this issue by acting as a pre-screening layer for post-application engagement. For example with Mya, we use requirements that our clients set for pre-screening to engage applicants, and then surface the most engaged applicants that match our clients’ pre-screening reqs.
Automated Interview Scheduling
The second way recruiting AI creates efficiency is by automating interview scheduling. From conversations with our clients, we’ve found that it is common for recruiters to spend as much as 60-80% of their time on interview scheduling communications tasks. This is time that could be better spent in conversations with candidates, building an employer brand, or engaging with hiring managers.
Many organizations are using conversational AI for recruiting to automate their interview scheduling. We’ve found that this simple change, unlocks so much time for recruiting teams. In fact, our data shows it makes recruiting teams 144% more productive.
Passive Candidate Database Management
The third way conversational AI for recruiting can create efficiency is in managing your passive candidate database outreach. Many of our clients have hundreds of thousands and sometimes even millions of candidates in their database. The problem is that these candidates are difficult to engage. It’s impossible to have recruiters reach out to each one of them periodically, have 1 to 1 conversations, and update their information. That’s where AI creates efficiency.
Recruiting teams use conversational AI to perform passive candidate database outreach. How this works, is an AI simply reaches out to your candidates, engages them in a conversation, gathers information about them, and then updates their profile in your ATS.
Creating a Candidate Pipeline
Recruiting teams are also using a form of passive candidate database engagement called job requisition specific outreach to create candidate pipeline. In this form of passive candidate engagement, an AI is used to contact candidates about specific job roles. The AI evaluates if the candidate is interested and then passes on interested candidates to your recruiting team.
Both forms of AI powered recruiting outreach communications have been shown to be highly effective in our client base. For example, Mya regularly gets over 50% engagement rates in outreach communications and is able to update upwards of 80-90% of candidate statuses with new information.
Options For Selecting Recruiting AI
If you’re thinking about using a recruiting AI solution to create speed and efficiency in your recruiting process or to solve any of the 4 issues listed above, there are many options available to you today. You could select a basic recruiting chatbot, an enhanced recruiting chatbot, or a conversational AI platform. Explaining the differences between these models in detail is outside the scope of this article, but if you’d like to learn more about the differences between AI recruiting software I encourage you to read the difference between the best-recruiting chatbots and conversational AI.
The primary difference between recruiting chatbots and conversational AI is the candidate experience they create. If you believe in the value of creating a strong, positive candidate experience and want to create the best experience possible while maximizing efficiency – conversational AI is a superior solution. The reason it’s better is a little known technology called NLP, or natural language processing.
Conversational AI recruiting software is powered by the most advanced NLP technology on the market today. This technology is what enables conversational AI to engage with candidates in a human and personable way. We’ve found that our conversational AI, Mya, creates a very positive, and incredibly well-received candidate experience. To be sure, we hang our hat on our sophisticated NLP algorithms here at Mya. If you’d like to learn more about NLP, we’ve made a fun short and educational video that explains what natural language processing in recruitment is.
Now another option you have in recruiting AI is to build your own using technology like IBM Watson. However, the issue here is that you’ll have to start from scratch in conversation design, testing, and building your AIs ability to understand recruiting conversations through machine learning. If you have the budget to bring on millions of dollars of AI engineering talent and the patience to wait several years for your AI to gather enough data to be useful in the various industries, cultures, and job profiles you’re recruiting, building your own can be a potential solution.
The recruiting AI solution I recommend you go with is a conversational AI platform for recruiting. There are a lot of benefits to using a conversational AI platform for recruiting. By the way, Mya is a conversational AI platform for recruiting. So here are the benefits of going with a platform instead of just a chatbot, or building your own.
Using a Conversational AI Platform to Transform Your Recruiting
With Mya, you get the most advanced AI for recruiting available on the market today. We’ve trained Mya with machine learning processes for years, across dozens of industries, hundreds of job profiles, and several languages. One of the big benefits of going with a platform, like Mya, is that we’ve accumulated a conversation blueprint library. Our blueprint library is where we store our proven, tested, and optimized recruiting conversations.
We use these blueprints as plug and play baselines to launch highly effective AI powered recruiting campaigns for our customers. You get access to our entire conversation blueprint library when you use the Mya platform. This means you can launch campaigns for light industrial hiring in the morning, and launch campaigns for hiring critical infrastructure positions like ICU nurses, and then pivot to creating a pipeline for IT professionals. It’s all in a day’s work.
Another benefit of using a CAI platform is that it’s engineered for recruiting. Mya’s deeply integrated into many of the leading applicant tracking systems and CRM systems. For example, we’re a Workday Ventures Partner and a Bullhorn Marketplace Tier 1 Partner. In both instances, were the only conversational AI platform for recruiting available that has verified integrations with these systems.
What our integrations create is a seamless experience for your recruiters working in your ATS. For example, in Bullhorn, recruiters can launch Mya campaigns without ever having to leave the interface. One of the biggest challenges of adopting technology is getting buy-in from end-users and creating usage habits. Going with a conversational AI platform ensures your end-users will be met with an intuitive, simple, and delightful experience.
Finally, a big benefit of using a conversational AI platform is the rich feature set you get with it. Not only do you get access to a conversation blueprint library with thousands of proven conversations across a rich set of industries and job profiles, but you also get a highly integrated, productive, and delightful user experience for your end-users.
Other features that you get with the Mya platform include text-to-apply, a text message shortcode that you can use to enhance your recruitment marketing, and create a mobile-friendly apply path. We’ve found it works incredibly well for deskless workers. Mya also supports communication in several languages and several messaging apps with native language support, so you can deploy AI powered recruiting across the world. You can use Mya to engage your passive candidate database, build a talent pipeline, and manage communication tasks in high volume recruiting.
If you’re looking for more information about how you can create an AI powered recruiting process, you can find more information on our blog, or on our resources page, Youtube channel, and on The Conversation our popular talent acquisition strategy podcast with listeners from over 14 countries.