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Written by Susan Comyn
10 minute read

The A.I. and Automation Trend in RecruitmentThe words A.I. and automation are taking over the recruitment landscape, but what exactly do they mean, how do they help you hire smarter and most importantly, help you add the “human” back into HR?

According to the Deloitte Human Capital Trends report, 62% of employers were expected to be using A.I. for recruitment by the end of 2017. Additionally, 35% of employers globally said that A.I. is the top trend affecting how they hire, according to LinkedIn’s 2018 Global Recruiting Trends report.

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Many have a misunderstanding or misconception about what A.I. really is and what it means for the HR industry. Contrary to fears that it will eventually end up costing people their jobs, A.I. and automation will actually help to add to the human element of HR.

With the use of A.I.-based and automated recruitment software and recruitment analytics, employers are attracting top talent and providing unmatched candidate experiences. In fact, Randstad found that 82% of job seekers believe that the best hiring process is a mix between innovative technology and personal connection. Recruitment A.I. and automation give you the tools and time to provide both.

Recruitment tech is officially taking over the hiring process. In order to help you make the most out of this trend, we’ve outlined how to use A.I. and automation for recruitment, how this technology benefits your company, and how other companies are taking advantage of the trend.


How to Use A.I. and Automation for Recruitment

According to the 2018 LinkedIn report, employers report that A.I. is most helpful for:

  • Sourcing candidates
  • Screening candidates
  • Nurturing candidates
  • Scheduling candidates
  • Engaging candidates

There are various ways to utilise A.I. and automation technology for talent attraction and candidate experience throughout the recruitment process:

Target Relevant Candidates1. Target relevant candidates

A.I. technology makes it possible for you to offer individualised and highly targeted Employee Value Propositions (EVPs) for each candidate. This allows you to personalise your outreach and directly target each candidate's needs. You can do this by tracking a candidate’s behaviour on your website and sending them customised content and messages based on their interests.

Recruitment tech also has the ability to analyse hundreds of thousands of social profiles in a matter of seconds. It can source both passive and active candidates based on their job title, industry, location, experience and more on job boards and sites such as LinkedIn. This will ensure that you reach your ideal group of candidates wherever they are, and it will significantly expand your talent pool.

Screen CVs and Applications

2. Screen CVs and applications

Determining the quality of potential hires is essential during the recruitment process, and A.I. can help you find the best candidate by matching an applicant’s experience and skills with the requirements of the job. Recruitment software can automatically rank, grade and shortlist the strongest candidates based on the predetermined skills, experience and qualities necessary for the job.

The skills that are being screened for can either be set by your hiring team, or the A.I. technology can analyse an existing employee’s experience and success and base the screening off of those results. According to Przemek Berendet, the previous Vice President of Global Marketing at L11uxoft, “[A.I.] can find patterns. By knowing who got a job within your company, these systems are able to predict who would be a successful candidate going forward.”

Provide Chatbots


3. Provide chatbots

According to Ideal, 67% of candidates have a more positive impression of a company if they receive consistent updates throughout the application process. Recruitment chatbots can offer candidates real-time updates and interactions, 24/7. They give candidates a chance to ask questions about job requirements or recruitment timelines, while providing helpful feedback and suggestions about the next steps. According to the IBS group, 99.3% of candidates who interacted with a recruitment chatbot were satisfied with the process.

Chatbots can also be used to ask candidates screening questions about necessary qualifications, such as legal work status and past experience. They can process this data immediately and, if approved, send the candidate to the next step in the process.

Digitise Interviews4. Digitise interviews

A.I.-based video interview software can assess a candidate’s word choices, speech patterns and facial expressions in order to assist in determining whether or not they are the right fit for the position and your company culture. These digital interviews can be essential for assessing soft skills, especially if you are recruiting remote workers. Assessing a person’s body language can tell you a lot about the type of person they really are.

Recruitment interview software also narrows down a large applicant pool in order to make the final round of in-person interviews more efficient and specialised. Additionally, automated technology can easily schedule these in-person interviews in a way that aligns with both your calendar and the candidate’s preferences.


How Recruitment Tech Benefits the Recruitment Process

According to research by LinkedIn:

  • 67% of employers state that recruitment A.I. saves time
  • 43% of employers state that it removes human bias
  • 31% of employers state that it delivers the best candidate matches
  • 30% state that it saves money

This is how recruitment tech benefits your company:

Saves Time1. Saves time

Recruitment software easily integrates with your current recruitment process, so it won’t disrupt your workflow. Additionally, it will save you time and energy on administrative tasks, such as sourcing passive candidates, screening CVs and conducting or scheduling interviews. This means that you will have more time to focus on the human part of hiring, such as developing relationships with candidates.

2. Removes human bias

A.I. technology is also becoming essential for reducing bias and enhancing diverse hiring. Because you choose the factors that your A.I. technology is scanning for when screening candidates, you can remove any prejudice toward ethnicity, age and gender. As noted in the Deloitte report: “The practice sharpens the talent acquisition function by using data-driven analytics and digital, cognitive tools to better source and assess candidates and prevent possible misjudgements caused by bias or false logic.”

Delivers the Best Candidate Matches3. Delivers the best candidate matches

Recruitment tech helps you source candidates based on the specific skills and experience you need. It can find matches on various job sites and social networking platforms, as well as send messages to these matches. This means that your hiring can be based on strategy, rather than on time or cost restrictions.

4. Saves money

According to Deloitte, employers that use A.I. and other forms of recruitment technology are more successful in their industry than those that don’t. In fact, these companies achieve 30% greater profits and 18% higher revenue than their counterparts. Similarly, companies that adopted A.I.-based recruitment software early on have seen a 75% decrease in their cost-to-screen, as well as a 35% decrease in their employee turnover, according to Ideal.


Examples of how Companies Use Recruitment Tech

More and more companies are utilising A.I. and automation to enhance their recruitment processes. Here are three companies that are doing just that:

1. Indigo

Receiving over 2,200 applications every week, the company’s hiring process slow and overwhelming. However, once the hiring team started using A.I. to automate their CV screening, their recruitment costs went down by 75% and cost per hire was reduced by 71%. They also tripled their number of qualified candidates and improved their recruitment efficiency by almost four times of what it was before.

Examples of How Companies Use Recruitment Tech2. Intuit

This company’s Vice President of Talent Acquisition, Nick Mailey, hires over 6,000 employees a year. When he started using A.I. during his recruitment process to score and prioritise candidates based on the profiles of the company’s top performers, he noticed that he was receiving higher-quality candidates and faster time-to-hire rates. In fact, it now takes him under 30 days to hire from the prioritised list of candidates, as opposed to 62 days from the larger talent pool.

3. Vodafone

In order to make their interviewing process more efficient, Vodafone’s hiring team started using A.I.-based software to screen its video interviews. Once candidates recorded themselves answering a set of standardised questions, the A.I. programme would assess them for candidate suitability, based off of factors such as body language, facial cues and speech cadence. Over 50,000 candidates have participated in these video interviews, and the software has cut Vodafone’s hiring time in half.


Ready to start using A.I. and automation technology in your recruiting process? BidRecruit can help!

We are a recruitment software company that wants to make your hiring process faster, easier and stress-free. Our A.I. technology can greatly reduce your recruitment admin, time and costs by scoring and filtering your CVs, scheduling your interviews and sending your candidates automated email updates. We’ll also post your job descriptions across 16+ recruitment channels to ensure that your top candidates see your posting every time.

Book a demo with one of our recruitment experts at www.bidrecruit.io and start hiring smarter today.


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