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The Role of AI and Automation in Talent Acquisition

Tidio reports that 67% of hiring decision-makers and 44% of recruiters highlight AI’s primary benefit as its capability to save time.

AI is dynamically revolutionizing the world from helping you decide trivial tasks to tedious ones. 

Be it a unique illustration for your project or hiring an applicant for your next project it can assist you with everything. 

78.9% foresee increased AI importance and usage in the workplace, with only 4% predicting a decrease as stated in the Workable survey.

In this blog, we will uncover the role of AI in talent acquisition and understand the benefits and ethical challenges associated with it.

What is AI in Recruitment?

Artificial intelligence (AI) in recruiting uses AI technology to enhance and streamline the hiring process. AI can improve decision-making, automate several recruitment-related tasks, and enhance the candidate and recruiter experience. 

Artificial Intelligence (AI) in recruitment can completely transform the hiring process by improving the efficiency, precision, and efficacy of identifying and attracting qualified candidates for businesses.

Recruiters embraced AI with excitement and curiosity, 75% predicted that technology would change how businesses recruit new hires.

AI in Recruitment Process - AI-Powered Tools and Technologies

Automation has been the key to increasing efficiency in completing time-consuming and repetitive tasks, allowing recruiters to focus on more strategic hiring activities.

Listed below are some examples of software that are used for automated recruitment processes. 

1. Resume Screening and Analyzing

a) Software Example: hireEZ

Function: Uses AI to parse resumes and match candidate profiles to job descriptions by analyzing skills, experience, and qualifications.

Features: Advanced search filters, talent pool building, and AI-powered sourcing.

2. Interview Scheduling

a) Software Example: Calendly

Function: Coordinates interviewers' and candidates' availability to schedule interviews automatically.

Features: Include the ability to reschedule, integrate with calendar systems, and send automated reminders.

3. Candidate Communication

a) Software Example: SmartRecruiters

Function: Offers communication workflows and automated email templates to keep candidates updated during the hiring process.

Features: Include SMS alerts, interview reminders, and customized email automation.

b) Software Example: Mya

Function: A chatbot driven by AI that interacts with job seekers on employment websites and helps them with the application process.

Features: scheduling interviews, candidate screening, and real-time Q&A.

4.  Application Tracking

a) Software Example: Greenhouse

Function: An application tracking system (ATS) that manages and tracks candidate applications automatically.

Features: Customizable workflows, reporting and analytics, and integration with other HR tools.

5. Candidate Assessment

a) Software Example: HackerRank

Function: Offers technical evaluations and automated coding examinations to gauge candidates' proficiency.

Features: Automatic scoring, real-time coding interviews, and online coding challenges.

b) Software Example: HireVue

Function: Provides video interviews and analysis powered by AI to evaluate candidates' responses and skill levels.

Features: Structured interview guides, AI analysis of non-verbal indicators, and a video interview platform.

6. Onboarding

a) Software Example: BambooHR

Function: Manages the onboarding procedure for new hires by automating the collection of documents and task management.

Features: The ability to digitally sign documents, customized onboarding timetables, and checklists for onboarding.

b) Software Example: WorkBright

Function:  make it easier to gather and maintain onboarding documents remotely.

Features: Compliance tracking, automated reminders, and mobile-friendly onboarding.

7. Automated Testing

a) Software Example: Criteria Corp

Function: Provides a variety of pre-employment assessments that are automatically scored and integrated into candidate profiles.

Features: Aptitude tests, personality assessments, and skills tests.

8. Workflow Automation

a) Software Example: Zoho Recruit

Function: Automates various recruitment workflows from sourcing to hiring.

Features: Customizable pipelines, automated task assignments, and integration with other Zoho applications.

Benefits of AI in Talent Acquisition

Ethical Considerations and Challenges

1. Data privacy and security

AI systems rely on large amounts of personal data, raising concerns about the privacy and security of candidate information. Ensuring compliance with data protection regulations and safeguarding against data breaches is critical to maintaining candidates' trust and protecting their sensitive information.

2. Bias in AI algorithms

Biases that are already present in the training data may unintentionally be reinforced by AI systems. AI models may be biased if the data used to train them contains historical biases. This could result in biased hiring practices that would be a disadvantage to particular groups due to biases encoded into the AI's decision-making process.

3. Overlooking great applicants 

      Another crucial factor to take into account is the possibility of ignoring applicants who fit the corporate culture well but lack the necessary expertise for the position. To ensure that all qualified candidates are included, your company should regularly review its automated systems and adjust the job qualifying criteria.

4. Human interaction

You mustn't fully rely on  (AI) tools to handle your hiring process because some applicants prefer to communicate with people. Interpersonal communications should not be replaced by automated skills; rather, they should be enhanced by them.

5. Job displacement

Human recruiters may lose their jobs as a result of the automation of recruitment processes, especially those in positions involving repetitive and administrative work. This raises ethical concerns regarding the effect on employment and the requirement for retraining and assistance programs for displaced workers.

6. Transparency and explainability

Decisions made by AI can be opaque, which makes it challenging for candidates and recruiters to comprehend the decision-making process. This lack of transparency could lead to mistrust and make it difficult to make sure that the AI's procedures and results are ethically and fairly justified in the eyes of all stakeholders.

Case Studies and Success Stories


To generate a compelling, customized candidate journey and identify viable leads at a high volume, Mastercard established specialized recruitment marketing and direct sourcing teams. Together with Phenom, Mastercard implemented several solutions, including a new Career Site, Talent CRM, Campaigns, Talent Analytics, and Automated Interview Scheduling.

Some interesting statistics after the implementation of AI in recruitment

Talent Community Growth: Mastercard expanded its talent community from under 100,000 to over 1 million profiles in one year.

Increased Influenced Hires: Influenced hires from recruitment marketing and sourcing campaigns rose from fewer than 200 in 2021 to nearly 2,000 in 2023.

Streamlined Career Sites: Consolidated 75+ local career sites into a single platform.

Improved Website Metrics: Achieved approximately 60% visitor retention and 27% loyalty rates on the consolidated career site.

2. Brothers International Corporation

Brothers International Corporation needs a more refined approach to brand marketing and attraction of talent. So the company's HR team and C-Suite decided to leverage artificial intelligence to improve their brand.

Just 3 weeks after rebranding its career site and launching new AI recruiting tools, Brother International Corporation achieved

  • Completed applications increased by 140%, while overall page views increased by 45%.

  • There has been a 40% rise in job seekers, a 15% increase in returning applicants, and a 25% decrease in time to fill. 

Source: Benchpoint

3. Hilton

After deploying LeapIn AI, the Hilton team filled openings in 7 days, lowering turnover by 50%. By creating a culture and a value AI model, recruiters can have access to candidates' soft skills, character, work ethic, integrity, dedication, and attitude. It also analyzes a candidate's strategic thinking skills, contributing to the organization's long-term success.

Source: Medium

4. Loreal

L'Oréal uses an AI-enabled interview tool from Stepstone Group's Mya chatbot. It engages candidates by asking particular questions based on the analysis of successful L'Oréal employees. 

The AI system then evaluates responses, considering content, phrase form, and vocabulary. The method generates a score, offering what is intended to be an efficient and insightful evaluation.

L'Oreal's focus on positive candidate experiences led to 92% of rejected candidates expressing satisfaction with the process.

Source: Medium

5. Siemens 

Siemens also developed an AI-powered assistant, Siemens Industrial Copilot, in collaboration with Microsoft, which claims to increase productivity and efficiency throughout the industrial lifecycle.

Seamless and precise analysis of candidate profiles to ensure that only qualified candidates advance to the next level.

Hiring processes have reduced time, effort, and money in hiring processes. For several roles, the hiring duration was reduced from 150 to 60 days.

Source: WeCP

6. Unilever

The AI system they deploy analyzes video interviews, assessing candidates' facial expressions, body language, and word choice, and comparing them to attributes that predict job performance.

Some interesting statistics after the implementation of AI in recruitment

  • Incorporating AI into their process saved £1 million a year and over 100,000 hours of human recruitment work.

  • The use of AI has also increased candidate diversity.

  • Approximately 2 million job applications were processed.

Source: WeCP

Key Insights

  • Utilizing AI in recruitment would automate repetitive tasks, speeding up recruitment and allowing recruiters to focus on strategic, high-value activities.

  • Be mindful of continuously updating your AI to avoid any bias while hiring.

  • AI in recruitment enhances accuracy in matching candidates to job roles by analyzing skills, experience, and qualifications comprehensively.

  • Automation streamlines communication and engagement, providing candidates with timely updates and a more personalized recruitment journey.

In the comments, let me know your views on whether AI should be implemented in talent acquisition or not. 


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