The times when recruiters used to go through mountains of resumes or simply rely on their gut feelings to hire are gone. Thanks to AI, recruitment is faster, wiser, and a whole lot more efficient. Right from discovering top talent to ensuring they’re the right fit, AI is quite literally turning hiring on its head. Let’s explore some big ways AI is disrupting the recruitment process.

AI-Powered Background Checks

It’s true that background checks are highly inconvenient, especially the conventional way that requires paperwork, waiting days (weeks) for a response, and praying no red flags come up after you’ve already hired the person. AI has changed it quite considerably.

It’s now possible for businesses to automate the screening process, drawing from criminal records databases, work history, and even social media within minutes – not days. These tools scan public records and legal databases to check that a candidate’s criminal record, education, and work history are authentic. But the best part is that AI doesn’t just examine official records, but it can also scour social media profiles to search for potential red flags, like hate posts, aggressive behavior, or suspicious material. 

Many service providers can help in this regard, like Triton of Canada. They’ve utilized AI to offer some of the fastest, most secure background checks available. Their software connects directly with the RCMP’s database and provides criminal record results in less than 15 minutes. All of that isn’t so much about speed but about security and accuracy, which every company would be delighted to have in today’s world. 

Smarter Resume Screening and Candidate Shortlisting

Most companies receive hundreds of applications for a single position, and manually reviewing them all is a nightmare. AI addresses this by automating the resume screening process. AI-based applicant tracking systems sort through resumes for keywords, skills, and experience that align with the job description. They even improve over time, becoming more adept at identifying top talent based on what has worked in the past for the company.

However, AI is not all about keyword matching. It’s also about reducing bias. Humans tend to favor names, schools, or firms they’re familiar with, and that can completely ruin hiring. If AI is configured properly, it doesn’t care about demographics; it only cares about qualifications. HR departments can spend time getting to know candidates who are fit for the role, and candidates can get feedback without having to wait for days.

The Power of Predictive Analytics

What if you could tell that a candidate would succeed in a role even before you hire them? Well, that’s what you can do using the power of predictive analytics. AI can now analyze historical data, including retention levels, performance reviews, and cultural fit to tell you whether or not a candidate will be the best fit for a role.

Chatbots also step in to conduct preliminary interviews, requesting, availability, experience, and salary requirements. They can also handle the typical questions about the company or the job, freeing up recruiters to have more meaningful conversations. 

Endnote

By taking care of tedious tasks, such as background checks, resume screening, and initial interviews, AI allows HR teams to focus on where they can add value: forming relationships and finding the right candidates.