Artificial Intelligence for Recruitment – Practical Uses

Artificial Intelligence (AI) describes a genre of computing technology that builds solutions to work and act like humans do. Much of the focus of developments is around software algorithms that enable machine learning, although the simpler tasks that humans perform can be authored using traditional machine-to-machine automations, enabled by algorithms. Perhaps the most frequent use of the AI-genre in recruitment is the adoption of software robots to mimic humans in data entry, aggregation, analysis and report dissemination.

You might well ask…

What examples exist of practical uses of AI technology in the recruitment industry?’ Here are some of the ways we combine AI into the Simplify VMS and Simplify TTM platforms.

 

Re-discovery

Many businesses have identified they can use Artificial Intelligence for Recruitment by leveraging social media to promote their talent needs because use of  Job Boards promotes available vacancies and source direct as and when you can to minimize agency fees. AI-tooling can be employed as part of your Talent Management agenda to re-discover talent that has applied previously for roles or may exist somewhere in your directly addressable talent pool.

Using chatbots to simplify workflows

Many tasks in recruiting that can be performed just as ably by a digital chatbot. If you’ve experienced chatbots more recently you’ll know the better ones aren’t adopting the soulless robot voices of yesteryear. Modern AI-enabled chatbots are extremely intelligent and charming, able to appreciate nuances of language and think on their feet. Chatbots reduce labor costs in areas of reviewing resumes, scheduling interviews and in back-office coordinating activities; reducing the need for onsite HR and recruitment professionals and freeing up others to concentrate on value adding tasks.

Using Artificial for Recruitment to post jobs to

best fit channels

An ever increasing volume of job applications arrive through job boards and postings published on social media. AI has a role to play in working out the best promotional channels to use to maximize exposure for any given role.

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The role of technology in supporting SOW contract fulfilment

A digital talent platform like Simplify TTM goes beyond the traditional functionality of vendor management systems and on-premise recruiting software.  It incorporates Artificial Intelligence technology and offers a series of functional services that help to make SOW contract operations painless and low risk. These include to:

  1. Frame your offer in the form of a SOW contract – Use the features built into SimplifyPortal to express your project in the form of a templated SOW agreement so you don’t need a lawyer to start using SOW contracts as a vehicle to get your work done!
  2. Direct Source your talent –  Publish your SOW offerings directly to your target audience using the direct sourcing features of SimplifyPortal. It de-skills the task of publishing SOW contract opportunities, so you don’t need an expert recruiter to support your activities.
  3. Promote your SOW offer on social media – Simplify TTM includes ‘gig economy app‘ features to integrate with popular job boards and social media platforms to enable you to get your vacancies and SOW projects filled quickly and at lower cost.
  4. Test the skills of contractors (coding roles) – Optional integration with third-party skills qualification tools make it possible to vet the quality of candidates based on test scores.
  5. Schedule interviews – Employ the built-in appointment scheduling tools to set windows when you’re available to perform interviews.
  6. Set way-points and partial payment terms – Articulate your SOW contract terms in the form of a schedule of way-points against which you can a lot partial payments to weight the payment for work done against key stages or phased project deliverables.
  7. Manage payments to supplier – Having set out your contract terms, automate the payment of monies to pre-agreed bank accounts (etc.) to automate scheduled payments once work has been approved and signed-off.
  8. Maintain a record of all communications – All communications between parties can be discharged using the platform to avoid any communications getting lost in email and phone conversations. Having a complete record of any communications helps to minimize disputes or future litigation risks.

Further reading

Here are some additional articles and resources on SOW contract operations that may be of interest.

The Wikipedia SOW page

An example of a Statement of Work contract

Department of Defense Handbook on Preparation of Statement of Work (SOW)

Using Artificial for Recruitment to remove bias

Bias in the recruiting process is mostly unconscious in its nature. Bias happens when people either intentionally or unknowingly insert terms into documents (like Job Definitions and CVs) or recruitment processes. AI has the ability to intelligently scan for sophisticated natural language phrases that are known to reflect bias in the recruiting process.

Using Artificial for Recruitment for pre-screening candidates

Screening of resumes is a time-consuming activity, particularly as only one in four CVs satisfy minimum requirements. One can argue that how people determine their minimum expectations can ‘screen-out’ good candidates, but nevertheless, it costs recruiters lots of lost time to vet poor applications. Indeed, it’s estimated for any single hire, recruiters and hiring managers spend 23 hours in sifting through applications. AI helps by not only reducing the time spent vetting applications in the early rounds, it has the potential to improve the quality of vetting by ‘toning out’ inappropriate bias and opinions.

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Using Artificial for Recruitment in digital interviews

We’re not quite there yet but we can expect one day to be able to reliably perform online interviews, at least for early rounds. That said, until the technology can be judged reliable, it risks impacting on selection quality and may prove unpopular with candidates and workforce unions. For this reason, we haven’t chosen to adopt it as of yet, but we do see great potential in it.

Using Artificial for Recruitment to improve quality of hires

The most compelling ‘promise’ of AI is to improve the quality of hires by performing a broader and more sophisticated ‘match’ between applicants and roles; something that recruiters—and the recruitment process—generally don’t have the time (sometimes the capability) to perform. This improvement in job matching is expected to lead to more effective employees who are less likely to leave.

About Simplify Workforce

We’re an AI-savvy technology company operating in the contingent workforce and service procurement market. Our tech savvy team create unique and agile solutions that enable human resource, procurement, and talent sourcing professionals to maximize profitability, optimize their non-employee labor programs, and gain visibility into their extended workforces.

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