For some, artificial intelligence (AI) is already a trend. Numerous companies from different sectors have introduced AI technologies into their internal systems because they have grasped their businesses’ vast potential and productivity advantages. The world of human resources (HR) is no exception. Companies, Employment Agencies and large organisations have already started to enjoy the benefits of artificial intelligence in recruiting to automate and speed up processes and improve the overall quality of candidates.

However, some companies do not yet have a clear understanding of what AI is or how to use it in the search and selection process, and they are not being effectively supported by technology. To even the playing field, we want to share the advantages of introducing artificial intelligence into the recruitment process.

The main benefits of artificial intelligence in recruitment

As mentioned, AI technologies are used in the HR world to make some processes faster and more automatic, improve the quality of applications, and allow recruiters to dedicate more time to getting to know the candidates. We have identified five reasons why a company or HR department should start using artificial intelligence. Let’s see them in detail.

1. It makes the recruitment process faster, cheaper and more digital

Every day, recruiters are busy searching for the best candidates for job postings. Whether it is a quick selection to fill a vacant position or you choose to take on a qualitatively valid profile, even without internal urgencies, the goal of every recruiter is to find the ideal candidate – as well as the best – in an easy way, fast and not excessively expensive.

As we know, each research and selection campaign involves an economic investment. A company can decide to reduce the costs and risks of new hiring by setting in motion an internal Job Posting process, proposing the job offer to its employees and saving time and money. But it can also do this by adopting specific artificial intelligence solutions. The semantic search for candidates guided by keywords, matching of applications and predictive analysis: these techniques can help recruiters make the proper assessments of candidates to achieve the desired positive results.

To achieve this goal, recruiters must speed up some recruiting process steps, especially repetitive tasks. The automation of activities (for example the screening of CVs) and the digitization of data (with the extraction or insertion of candidate information through the self-completion of application forms or profiles) allows to speed up the process and simultaneously take care of the candidate experience.

2. Allows you to make data-validated decisions

In HR, we use data-driven recruitment to indicate a research and selection approach guided and validated by concrete data. This is because, along the process, large amounts of information are collected that must be processed and stored in the database (even for future searches). The Information Extraction and Parsing CV tools, as in the case of Inda, facilitate the recognition and classification of the data present in the curriculum. At the same time, these techniques speed up the research process without jeopardizing its efficiency and, therefore, the validity of future decisions. This approach also intervenes to limit the appearance of bias by allowing a more objective point of view to be taken.

3. Improve the candidate’s application experience

A company attentive to taking care of employer branding reputation and communicating its values knows how important it is to interact with candidates and improve their application experience. Contact with people is essential: interact with them, update them on the selection status and motivate the final decisions.

This aspect has been refined with the introduction of chatbots, which, compared to traditional communication channels, can answer the questions of one or more candidates at any time, fuelling the birth of a favourable opinion of the company.

Although a company undertakes to build bonds with candidates, it must be recognised that there is not only communication of the reasons that lead them to interrupt the application process. Too long and complex application forms can discourage candidates from going through the process, especially if they make multiple daily applications. In this sense, the automatic completion of the form after uploading your CV greatly improves the candidate’s application experience.

4. Find the right candidate for your job postings

As mentioned above, matching applications is a tool that allows recruiters and companies to save valuable time. This solution lets you quickly and easily identify the best talents to fill a vacant position.

The matching of applications seeks the best match between a candidate’s profile (CV) and a job description or specific skills required. Using artificial intelligence, the recruiter can hire the right candidate based on his skills without conditioning.

5. It favours the growth of the company

Adopting artificial intelligence means growing the company and its employees. A company that chooses to improve its services with AI proves to favour innovation and, at the same time, updating its employees. If on the one hand, AI optimises many activities, on the other hand, it is necessary to train the staff by encouraging continuous updating and the acquisition of new skills.

Therefore, understanding the potential of technology and the benefits of artificial intelligence is essential to be considered truly competitive in your reference sector!