The impact of Artificial Intelligence on recruiting and hiring is definitely a hot topic in the market today. With technology advancing at an astronomical pace, organizations are finding more efficient ways to accomplish basic tasks.

There isn’t much credible data saying that AI will have a negative effect on recruiters and hiring managers, so most reports have human resources professionals being safe from replacement. That being said, because we know that AI isn’t working against us, you can confidently use it as a tool in your favor. Hiring software already has many features that streamlines how recruiters work. Whether you are a recruiter, talent acquisition specialist, or a hiring manager, taking advantage of Artificial Intelligence for hiring will make your job much easier.

1. Resume parsing

Luckily, hiring software makes it easier to view every applicant’s background. Most software can convert resume details consistently into a formatted candidate profile which is called resume parsing.

A candidate’s profile allows you to easily understand each applicant’s skill set and experience, instead of rigorous manual research on the background outlined on a custom resume, you can get a quick glance overview of what the candidate is capable of.

2. Keyword identification in resumes  

As someone involved in the hiring process, you regularly have to pinpoint particular skills or previous job titles when reviewing resumes. The right hiring software can quickly scan documents and identify keywords related to the job description. This function can save a tremendous amount of time by freeing the recruiter from the tedious task of going through each applicant’s resume.

However, overly relying on the keyword scanning feature can be an obstacle.  Just because an applicant does not use a specific keyword in their resume document doesn’t mean they’re not qualified for the role. It’s a good rule of thumb to at least do a quick review of every application that comes in so you don’t overlook any candidates as it could be a crucial miss.

3. Automated messaging

It is extremely important to keep candidates up-to-date on their application status in regards to the hiring process. It’s also not practical to create handwritten messages from scratch for every single applicant that applies for a role.  

Automated messaging is key. By creating custom templated messages in your recruiting software you can automatically send these alerts and follow-ups to candidates at the right times. The most common circumstances are when you receive a candidates application or follow up to notify them they’re no longer under consideration for the job. Scheduling interviews or presenting an offer letter often times require a more customized communication message but these messages can still be sent automated to your hiring software depending on the situation.

In the end, AI is just a tool and can’t find the best person for the job every time. Your critical eye is irreplaceable in hiring the right person. But by streamlining the hiring process you can help identify applicants with the right keywords to match and you can easily find who is worth bringing in to meet the team. Finding the best candidate for the job takes intuition from a human. Running a stack of resumes through a machine and having the best candidate every time identified for hire is highly unlikely.  AI will continually make an impact in the workforce, but it won’t replace the human ability to assess and make connections.