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  • TalentRemedy

Ask The Expert: “AI is everywhere. How can we use AI in our recruiting process?” 

Each month, we will tackle one of those burning questions that keeps you awake at night or causes heartburn during the day. Our team of experts will help you stay in the know. We'll cover topics like recruiting trends, legislation, workplace issues, and more. You'll get information and answers to help you hire and retain top performers.  


This month’s question is a hot topic! “How can we use AI (artificial intelligence) in our recruiting process?” AI is everywhere. Talent acquisition is no exception. There is great potential for using AI in recruiting, but we need to understand the pitfalls. You can find plenty of opinions on AI and the ways it’s used. Like any new technology, there are pros and cons and best practices for using AI as part of your talent acquisition strategy. 


While AI recruitment offers advantages, including increased efficiency, reduced bias, and enhanced candidate experience, it's important to acknowledge potential downsides. AI lacks human judgment and can inherit biases from historical data, leading to unintended discrimination. Let’s explore this hot topic. 


Benefits of Using AI in your Recruiting Strategy 


  1. Automated Application Screening 


Many companies are using AI algorithms to screen job applications. These algorithms filter resumes based on predetermined criteria such as skills, experience, and keywords. This means you might miss out on great candidates if their resume doesn't pass the AI screening process. Test your AI algorithms to ensure you are not overlooking qualified candidates.  


2. AI-powered Job Matching 


Job search platforms are employing AI to match candidates with suitable job openings. These algorithms analyze a candidate's skills, experience, and preferences to suggest relevant job listings. This helps job seekers find opportunities that align with their qualifications more efficiently. Ensure your job postings accurately the essential qualifications to maximize qualified applicants. 


3. Chatbots and Virtual Assistants 


Some companies use AI-powered chatbots and virtual assistants to interact with job seekers on their websites. These bots can answer questions about job openings, application processes, and company culture, providing instant assistance to candidates. 


4. Predictive Analytics 


AI algorithms analyze vast amounts of data to predict job market trends, including which industries are growing, which skills are in demand, and what salary ranges are typical for certain roles. Job seekers can use this information to make informed decisions about their career paths. As an employer, stay current on these trends and implement a process for refining and tweaking your process as things change. 


5. In-Demand Skill Development 


AI-based platforms offer personalized learning experiences to help job seekers acquire in-demand skills. These platforms use data analytics and machine learning to understand each user's learning style and provide tailored recommendations for courses and resources. Be aware of which AI platforms your candidates might be using and how those applicants might add value to your organization. 


6. Remote Work Opportunities 


The rise of AI-enabled remote work platforms has expanded job opportunities beyond geographical boundaries. AI algorithms match remote job seekers with companies looking for remote talent, facilitating a more flexible and global job market. 


Overall, while AI's goal is to streamline the job search process and make it more efficient, it also presents challenges, such as potential bias in algorithms, candidate screening based on search criteria, data security, and most importantly candidate experience.  


Ways to Utilize AI While Keeping the Human Engagement 


Ideally, the best recruiting approach is likely a hybrid model, capitalizing on the strengths of both AI and traditional recruitment methods. This balanced approach allows for the leveraging of AI's efficiency and objectivity while retaining the personal touch and emotional intelligence that human recruiters bring to gauging cultural fit and interpersonal skills. 


  1. Empathy and Understanding 


AI cannot display empathy and understanding in the way that humans can. While AI can gather facts and assess qualifications, it can't fully comprehend a candidate's motivations, aspirations and unique career goals. Recruiters play a vital role in establishing personal connections with candidates.  


2. Cultural Fit Assessment 


Determining cultural fit within an organization is a process often involving intuition and human judgment. Recruiters can evaluate a candidate's soft skills, interpersonal dynamics and alignment with company values.  


3. Candidate Engagement 


Candidates value the opportunity to engage in meaningful conversations with hiring managers and recruiters who can provide personalized, empathetic and nuanced responses. 


Have you added AI to your recruiting process? Let us know in the comments. 


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