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How to Use AI to Turbo Boost Your Talent Recruitment

8 min read
hiring managers using ai to aid in their recruiting efforts

Thanks to the Great Resignation, employers have been scrambling to backfill roles to keep their operations running and secure the best candidates. But recruitment can take considerable time and energy. A LinkedIn study found that some roles can take up to 49 days from advert to offer.

Enter AI.

The transformative potential of Artificial Intelligence in talent recruitment is increasingly recognised as organisations strive to attract and secure the best candidates efficiently. According to research, 76% of talent professionals believe AI will significantly impact recruiting and hiring processes, with Deloitte reporting that 33% of organisations already utilise AI in recruitment. 

There are already numerous diverse AI recruiting plugins and applications to enhance the recruitment cycle. This could create a seismic shift in how organisations worldwide approach hiring.

Difference Between AI and ChatGPT

ChatGPT is the AI model on everyone’s lips, capable of generating human-like text responses, yet it represents just a fraction of AI’s possibilities.

Artificial intelligence encompasses a vast range of technologies beyond conversational models like ChatGPT. These include machine learning algorithms, natural language processing, computer vision, and predictive analytics. Each of these technologies serves different purposes and can be employed to address specific business needs.

AI plugins and tools are designed to integrate with existing systems and workflows, enhancing efficiency and productivity. These plugins can be used to automate repetitive tasks, optimise data analysis, improve decision-making, and personalise candidate experiences.

What are the Benefits of Using AI in Recruitment?

Artificial Intelligence is becoming more and more prevalent across all areas of business, but let’s take a closer look at why introducing AI recruiting into your organisation could be a great move:

  1. Time Savings

One of the primary advantages of AI in recruitment is how much time it can save. AI-powered automation can streamline various time-consuming tasks such as creating job ads and job postings, sifting CVs, sourcing candidates, and scheduling interviews. By automating these processes, talent acquisition professionals can focus their efforts on more strategic and value-added activities, reducing the time spent on manual tasks and significantly speeding up the overall recruitment timeline.

  1. Cost Savings

AI also helps organisations save money by optimising their recruitment budget and resources. Using AI to precisely identify and target job seekers means that organisations can reduce expenditures on traditional advertising and recruitment agencies. Additionally, AI-powered chatbots and virtual assistants can handle candidate queries and support throughout the hiring process, further enhancing cost-effectiveness.

  1. Bias Removal

Unconscious bias in recruitment has long been a concern. AI can play a crucial role in mitigating this human bias by evaluating candidates based on objective criteria and eliminating human prejudices. AI can analyse CVs and assess qualifications, ensuring that candidates are evaluated solely on their merits and relevant qualifications, establishing a fair and inclusive recruitment process.

  1. Data-Driven Decision Making

AI provides organisations with valuable data to make data-driven decisions. AI algorithms can uncover patterns, trends, and insights that inform strategic decision-making. This data-driven approach enables organisations to make informed choices about talent acquisition strategies, candidate screening techniques, and recruiting process improvements, leading to more effective and successful hiring outcomes.

  1. Enhanced Employer Brand

Another benefit of using AI in recruitment is the enhancement of the employer brand through the candidate experience. AI-powered chatbots and virtual assistants can provide personalised interactions and timely responses, ensuring a positive and engaging experience for candidates throughout the recruitment journey. A seamless and efficient candidate experience not only boosts the organisation’s reputation as an employer of choice but also attracts top talent and strengthens the employer brand.

large group of new hires joining a company due to ai recruitment process

How Can AI Help with Recruitment?

Here are some of the specific processes in recruitment that could be enhanced with the introduction of Artificial Intelligence:

Support With Candidate Sourcing

AI tools can assist in candidate sourcing by utilising advanced algorithms to analyse vast amounts of data from multiple sources. These sources may include online job boards, professional networking platforms, and social media. Through the analysis of keywords, skills, experience, and relevant criteria, AI algorithms can effectively identify the most suitable candidates who match the role’s requirements. As a result, the candidate sourcing process can be optimised and made more efficient, alleviating the burden of proactive recruitment.

Screen Candidates

AI-powered CV screening tools can automate the initial process of screening candidates. These tools use natural language processing and machine learning techniques to analyse CVs, cover letters, and application materials. The technology compares candidate qualifications with the desired criteria, meaning that AI can efficiently filter and rank candidates based on their suitability for the position. This not only saves time but also helps identify top candidates more accurately.

Streamline The Interview Process

AI can streamline the interview process through various means. AI-powered chatbots and virtual assistants can conduct preliminary interviews, asking candidates pre-defined questions and collecting their responses. This helps hiring teams assess candidates’ basic qualifications and skills before scheduling in-person interviews. AI can also automate interview scheduling, sending reminders to candidates and coordinating interview times with hiring managers.

Analyse Recruitment Assessments

AI can analyse and score recruitment assessments and tests, offering objective evaluations of candidate performance. AI systems can provide consistent and unbiased evaluations by applying machine learning algorithms to assess candidates’ responses. This allows recruiters to make data-driven decisions when shortlisting candidates, ensuring fairness and accuracy in the assessment process.

Create Interview Questions

AI algorithms have the ability to generate interview questions based on candidates’ assessment answers. AI can detect strengths and weaknesses by examining candidates’ responses to assessments or pre-screening questionnaires. Consequently, AI systems can propose customised interview questions that directly address specific areas of interest or prove deeper into the candidate’s qualifications and experience. This empowers interviewers to gather more relevant information and make informed decisions throughout the interview process.

Automate Reference Checks

AI can automate the reference-checking process by contacting referees via email or chatbot interactions. This saves time for both recruiters and referees, and AI tools can summarise the feedback received, highlighting key insights for the hiring decision.


Build Talent Pipeline

AI contributes to the establishment of a talent pipeline by continuously analysing and monitoring candidate data. It can detect and track passive candidates who possess the desired skills and qualifications, even if they are not actively searching for job opportunities.

AI systems provide insights on when to engage with these passive candidates and nurture relationships over time by monitoring changes in their profiles or professional activities. This proactive approach assists organisations in building a pool of qualified candidates for future hiring needs, reducing the time spent filling positions and ensuring a consistent supply of top talent.

AI Software to Enhance Recruitment

The rise of Artificial Intelligence technology has led to the development of various AI recruitment tools specifically designed to support and optimise the recruitment process. Here are some specific pieces of AI recruiting software that have the potential to drive your organisation’s AI recruiting:

Applicant Tracking Systems

Applicant tracking systems (ATS) platforms like Factorials incorporate AI functionality to automate and simplify hiring. They offer features such as candidate database management, job posting distribution, and candidate communication. AI-powered ATS platforms can efficiently filter and rank CVs, match candidates to job requirements, and provide analytics and reporting for data-driven decision-making.

CV Screening and Matching Software

AI-based CV screening tools automate the initial screening process by analysing CV and application materials. These tools use natural language processing to assess candidate qualifications, match them with job requirements, and provide a ranking or scoring system. This significantly reduces manual effort, improves efficiency, and ensures a more objective evaluation of candidates.

Video Interviewing Platforms

AI-powered video interviewing platforms offer automated interview scheduling, video recording, and analysis. These platforms use facial and speech recognition algorithms to analyse candidate responses, body language, and verbal cues, providing insights into candidate performance. AI algorithms can even assess soft skills and personality traits based on video interviews, helping hiring teams make more informed decisions.

Assessment and Testing Tools

AI-based assessment and testing platforms utilise machine learning algorithms to analyse candidate responses and provide objective evaluations. These tools can assess cognitive abilities, technical skills, behavioural competencies, and other job-related attributes. AI algorithms analyse candidate performance and generate detailed reports, allowing recruiters to efficiently identify the most qualified candidates.

Chatbots and Virtual Assistants

AI-powered chatbots and virtual assistants can enhance candidate engagement and streamline communication throughout the recruitment process. They can handle initial candidate enquiries, answer frequently asked questions, assist with application submissions, and even conduct preliminary interviews. Chatbots and virtual assistants provide instant responses, improve candidate experience, and free up recruiters’ time for more strategic tasks.

hiring managers using an ai assistant to improve their recruitment strategies

Step By Step Guide: Using AI In Recruitment

Organisations that want to turbo-boost their recruiting process need to approach the implementation of any new AI recruiting tools, software or platforms in a considered way. Here are eight steps to help you maximise the integration of AI in recruiting:

  1. Assess Your Recruitment Needs

Evaluate your organisation’s specific recruitment pain points and determine which areas can benefit from AI technology. Identify the tasks and processes that can be streamlined or automated using AI, such as candidate sourcing, CV screening, interview scheduling, assessment analysis, and talent pipeline management.

  1. Research and Select AI Tools

Conduct thorough research on AI tools and platforms that specialise in recruitment. Look for tools that offer advanced features like natural language processing, machine learning algorithms, and predictive analytics. Consider factors such as compatibility with your existing systems, scalability, user interface, and integration capabilities.

  1. Integrate AI into Your Systems

Collaborate with your IT team or provider to seamlessly integrate the chosen AI tools into your recruitment systems. Ensure the AI technology seamlessly interacts with your existing Applicant Tracking System or recruitment software to enhance the overall recruitment workflow.

  1. Train and Familiarise Your Team

Provide comprehensive training to your hiring managers to familiarise them with the AI tools and their functionalities. Demonstrate how the technology can optimise their workflow, improve efficiency, and provide valuable insights for decision-making. Encourage continuous learning and experimentation to maximise the benefits of AI.

  1. Define and Refine AI-Driven Processes

Work with your organisation’s hiring team to define new processes or modify existing ones based on the capabilities of the AI technology. Determine how AI will be utilised at each stage of the recruiting process, ensuring clear roles and responsibilities. Continuously refine these processes based on feedback, data analysis, and evolving recruitment needs.

  1. Monitor Performance and Fine-Tune

Regularly monitor the performance of the AI tools and analyse key metrics to assess their effectiveness. Track metrics such as the time it takes to recruit, candidate quality, cost savings, and user satisfaction. Based on the insights gathered, fine-tune the AI-driven processes to optimise performance and address any identified issues.

  1. Maintain Ethical Practices and Mitigate Bias

Pay close attention to ethical considerations and potential bias in AI-driven recruitment. Regularly audit and validate the algorithms used by the AI tools to ensure fairness and eliminate unintended biases. Implement measures to minimise bias and provide equal opportunities for all candidates throughout the recruitment process.

  1. Stay Updated and Explore New Technologies

Stay up to date on advancements in AI and recruitment technology. Engage with industry experts, attend conferences, and follow the latest research and trends. Continuously explore new AI technologies and features that can further enhance your recruitment processes. Adapt your strategies as new opportunities arise to stay ahead in the competitive talent acquisition landscape.

hiring managers exploring emerging tech and its usage in recruitment

Where to be Cautious of Using AI in Recruitment

While AI technology offers numerous benefits in recruitment, there are areas where caution is warranted. It is essential to address these concerns to ensure ethical practices, compliance with regulations, and fair treatment of candidates. Here are some key areas to consider:

GDPR Regulations

The General Data Protection Regulations (GDPR) impose strict regulations on the collection, processing, and storage of personal data. Organisations using AI in recruitment must ensure compliance with GDPR guidelines, including obtaining informed consent, implementing appropriate security measures, and providing individuals with control over their personal data.

Issues with Bias in Algorithms

AI algorithms can inadvertently perpetuate bias if not carefully designed and monitored. Biases present in historical data used to train algorithms can result in discriminatory outcomes. It is crucial to regularly assess and address biases in AI algorithms to ensure fair and unbiased candidate evaluations and mitigate potential legal and reputational risks.

Lack of Human Intelligence and Judgement

AI technology, while powerful, lacks the human intelligence and judgement needed to assess intangible qualities such as emotional intelligence and potential for growth. Human interaction and assessment remain critical in evaluating a candidate’s suitability beyond what AI tools can provide. Organisations should strike a balance between AI-driven automation and human involvement to make well-informed hiring decisions.

Amy is a knowledgeable People professional with over a decade of experience across a variety of private and public sector organisations. With a particular interest in employee engagement, Amy is an advocate for employee-centric approaches in all areas of HR which is reflected in her writing. Before a career in HR, Amy read English and Creative Writing at university and later studied for her CIPD, HR Management.

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