The use of AI in recruitment and hiring processes has been in place for years and years now. Its efficiency helped companies, small or big, streamline their recruitment efforts. In turn, this helped businesses save more time, money, and resources.
Due to the pandemic, job search and recruitment processes became more present in the virtual world—online career fairs, online job interviews, and non-face-to-face onboarding programs. Adding to these are the efforts to improve companies’ streamlining processes when it comes to recruitment and hiring. Companies have realized how vital automated processes are, which leads us to ask the question: Is AI hiring more beneficial than the traditional way?
Traditional vs. AI Hiring Process
The COVID-19 crisis put a number of companies to the test, and it’s now a battle for survival and resiliency. With that, almost everything needs to adjust most especially in a fast-paced world. This may be a short-term challenge for employers, but can be a vital long-term move for the growth of their business.
So, how can robo-hiring be more beneficial than the traditional one? Let’s look at the pros.
1. Eliminates unnecessary biases.
AI processes can eliminate bias in selection. Automation matches candidates to jobs, not just resumes to job descriptions. Also, in physical job interviews, recruiters have initial expectations from candidates being interviewed not just in their credentials but also in their physical appearance and their overall vibe. This can be avoided in some ways through automated hiring.
2. Reduces time, effort, and resources in recruitment and hiring.
Recruiting and hiring new employees can be a tedious and costly process. Employers need to post job openings, host career fairs, screen applicants, and interview qualified candidates before landing on who’s the best for the job post. Through the help of AI, job applicants are further screened and filtered to the highly-qualified candidates. In turn, there will be reduced necessary resources and initiatives both from the employers and job seekers to make the recruitment and hiring processes successful. Cost-effective!
3. Improves the quality of candidates.
With the proper algorithms used, companies can better screen applications and filter the most qualified candidates to be invited for interviews. AI helps employers formulate specific job descriptions to lay out what they really look for in job applicants. This avoids pooling under- or overqualified candidates and improves recruitment pipelines in the long run.
Lastly, it’s also important to note that while AI has its pros, this effort also brings about challenges for both recruiters and job seekers. But any move for innovation requires much effort, right? In the long term, companies can streamline their processes better, and job seekers can easily customize and track their job applications. However, AI hiring poses challenges including the algorithm companies will choose to implement, and job seekers revamping their job applications to fit and pass these automated processes. Nevertheless, these are all vital steps for a better system for both the recruiters and the job candidates.
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