AI Recruiting: Uses, Advantages & Disadvantages!

Recruiters use artificial intelligence (AI), such as machine learning, to help reduce or automate time-consuming tasks during the hiring process. It can also assist recruiters by sourcing, screening, and organizing applicants at the top of the hiring funnel.
Typically, companies can use AI to augment their recruitment strategies in the following instances:
•Candidate sourcing.
•Applicant screening.
•Interview assistance.
•Predictive analytics.
•Recruitment chatbots.
Many recruitment software solutions already include several of these AI elements. Understanding where and how to use AI in these tools can help companies source great talent faster.
📌Advantages of AI recruiting:
✅Saves recruiters time:
AI can help prevent recruiters from focusing on the small yet necessary tasks involved in hiring, such as automating email drip campaigns, writing job descriptions, posting job ads, or pre-screening applicants. Offloading these tasks can give time back to recruitment teams to concentrate on improving candidate experiences and enticing top contenders.
✅24/7 availability:
AI tools can work when recruiters cannot. Behind the scenes, AI is marketing job roles, answering candidate questions, assisting in applications, and engaging passive candidates. AI can maintain the baseline health of a candidate pipeline as recruitment assistants so recruiters can attend to more value-added hiring tasks.
📌Disadvantages of AI recruiting:
✅AI transparency laws:
As scrutiny around AI intensifies, so do regulations on its proper and ethical use. New York City, Maryland, and Illinois have enacted legislation regulating AI in screening, facial recognition, and interview videos. Companies should investigate the laws in their states and localities. Still, it is always a good idea to remain transparent with candidates on AI use and thoroughly vet how vendor AI tools make decisions.
✅AI hesitation:
While many folks are excited about how AI can automate tedious, high-volume tasks, others are skeptical of adopting the new technology. A 2023 study by Pew Research, for example, indicates 71 % of U.S. workers oppose AI in making hiring decisions.
Besides vetting their AI tools beforehand, companies need to gauge their recruiters’ enthusiasm or hesitation around the technology and ensure they adopt AI for the right reason: to make recruiters’ jobs easier.
📌The business impact of AI recruiting:
Artificial intelligence has evened the playing field for job seekers and employers, making finding the right job and candidate easy. As we provide AI with more datasets and parameters, it will continue to evolve rapidly to help us complete tasks and make decisions faster and better than the generation of AI we have now.
And, as AI improves, so does recruiters’ productivity and efficiency. Ultimately, companies that fail to utilize AI in their recruitment process will fall behind their competitors who use AI to snag the best talent from under them.