Artificial intelligence is reshaping how organizations recruit, screen, and hire. But as adoption accelerates, AI is also under intense scrutiny from policymakers. From Washington, D.C. to state legislatures across the country, new laws are emerging to ensure that AI is fair, transparent, and free from bias. 

For human resources and talent acquisition leaders, this regulatory wave creates both risk and opportunity. Those who adopt AI tools built with fairness and compliance in mind will be positioned to hire faster, reduce costs, and protect their brand reputation. Those who don’t risk falling behind, or worse, facing legal challenges. 

As businesses integrate AI into recruiting, a spike in litigation is inevitable. One case in particular is already shaping the conversation. 

What Should Recruiters Know About Mobley v. Workday?

In the AI bias lawsuit Mobley v. Workday, Inc., plaintiffs alleged the AI-driven applicant screening system disproportionately disqualified individuals over 40 from job opportunities. They sought collective certification under the Age Discrimination in Employment Act (ADEA) on behalf of all applicants aged 40+ who had applied through Workday’s platform since 2020. 

On May 16, 2025, Judge Rita Lin of the Northern District of California granted preliminary certification of the collective. She found sufficient evidence that the AI system was central to the hiring process and that applicants were forced to compete on unequal footing due to the same AI-based decision-making process. 

Although the decision is preliminary it is a landmark moment in AI and employment law. It illustrates how courts are willing to hold platforms accountable for algorithmic bias, even when hiring decisions vary by employer or job type. 

This case, combined with the rise of Black unemployment to 7.5% in August 2025, which has sparked concerns about AI bias and equity in hiring, shows why regulatory bodies and employers are pushing for greater fairness, transparency, and oversight in AI-driven recruiting systems. 

[Download Our Bias Audit Report] to see our full compliance with NYC’s AI Bias Law. 

What is the Federal AI Action Plan? 

In July 2025, the Trump administration released its much-anticipated AI Action Plan, outlining 90 policy positions across three key pillars: 

1. Accelerating Innovation – boosting AI R&D investment, promoting open models, and streamlining regulation to speed adoption. 

1. Building American AI Infrastructure – expanding secure data centers, upgrading the power grid, and strengthening workforce training. 

1. Leading in International Diplomacy and Security – setting global standards and exporting the “American AI Technology Stack” to allies. 

Running through all three pillars are cross-cutting priorities: protecting American workers, ensuring AI systems remain unbiased, and safeguarding AI against misuse. 

The Executive Order on Unbiased AI 

Subheading: Federal AI Action Plan: Compliance and Oversight in Hiring 

Alongside the AI Action Plan, President Trump signed a new Executive Order on Unbiased AI Principles. This order frames AI as a transformative force in education, work, and daily life but warns that ideological biases can distort its outputs. Specifically, the order cites “diversity, equity, and inclusion (DEI)” frameworks as a threat to reliable AI, alleging that they encourage distortion of historical accuracy and inject social agendas into model behavior. 

To prevent this in federal procurement, the order sets two guiding principles: 

1. Truth-Seeking: AI systems must prioritize factual accuracy, objectivity, and transparency about uncertainty. 

1. Ideological Neutrality: Large language models (LLMs) must not encode partisan or ideological judgments unless explicitly prompted by the user. 

What Does Federal AI Hiring Compliance Mean for You? 

Federal agencies must now procure only LLMs that comply with fairness and transparency principles, with OMB issuing strict implementation guidance. AI contracts will require compliance clauses, and violations could trigger termination or penalties. 

In short: AI innovation at the federal level is encouraged—but systems must pass bias audits in recruiting, meet AI in hiring compliance standards, and align with evolving AI employment laws to reduce risk of AI bias lawsuits and strengthen HR tech compliance. 

2025 State AI Bias Laws Impacting Recruiting 

While Washington emphasizes speed and competitiveness, states are moving quickly to implement tougher AI safeguards. These AI employment laws have direct implications for how employers and vendors use AI in recruiting: 

• California (AB 2013): Requires AI developers to disclose the datasets used in training, effective 2026. 

• Colorado (SB24-205): Imposes strict risk management and consumer rights requirements for “high-risk” AI in areas like employment, starting February 2026. 

• Connecticut (SB 2): Requires employers to notify job applicants when AI influences hiring decisions, provide explanations, and allow appeals. 

• Illinois (HB5322): Mandates annual bias audits and impact assessments for AI used in hiring, promotion, and pay decisions beginning January 2026. 

• Maryland: Requires state agencies to conduct pre-deployment bias testing, continuous monitoring, and human oversight for high-risk AI systems. 

• New York: Moving toward one of the strictest regimes—independent audits, Attorney General filings, whistleblower protections, and bans on discriminatory AI. 

The takeaway? AI employment laws in 2025 are evolving, and by 2026 any employer or vendor using AI in recruiting will need to demonstrate bias audits in recruiting, along with bias testing, transparency, and candidate rights protections. 

What This Means for Recruiting Technology 

This mix of federal innovation mandates and state bias safeguards creates a complex landscape. For talent leaders, it means: 

• Choose AI tools and vendors that are auditable and transparent. 

• Prepare for bias assessments and third-party audits. 

• Give candidates clear notice, explanations, and appeal rights when AI is part of the hiring process. 

At Leoforce, these principles are already baked into our platform. Our outcome-based recruiting solutions, powered by Ira, the Interactive Recruiting Agent, combine AI speed with human oversight to deliver high-quality candidates without bias. 

Leoforce: AI Recruiting That’s Fair by Design 

As a minority-owned company, we believe fairness and equity should never be optional. That’s why we engineered Leoforce to be bias-resistant from the ground up: 

• Bias-Resistant by Design: We never use protected attributes like age, race, gender, or ethnicity in training or decision-making. Candidates are evaluated solely on skills, experience, and role relevance. 

• Continuous Fairness Testing: Monthly A/B testing ensures consistent, unbiased outcomes and guards against model drift. 

• Audit-Ready Infrastructure: Our systems are built to meet regulatory requirements and are certified by independent third parties. 

Certified Fairness at Scale 

Leoforce has undergone a formal third-party bias audit, with results confirming that our candidate outputs are unbiased and fully compliant with the New York City Council AI Bias Law (File Int 1894-2020 Version-A). 

With this certification, our customers benefit from: 

• Bias-free sourcing at scale 

• Fair candidate evaluations without manual intervention 

• Confidence in compliance across multiple jurisdictions 

[Download Our Bias Audit Report] to see our full compliance with NYC’s AI Bias Law. 

The Bottom Line 

AI in recruiting is no longer just about efficiency. It’s about fairness, compliance, and trust. Federal policy is pushing companies to innovate faster, while states are demanding stronger safeguards against bias. 

At Leoforce, we believe fairness isn’t a feature—it’s a foundation. Our certified, bias-resistant AI helps HR leaders hire faster, better, and more fairly so they can scale confidently in an evolving regulatory landscape. 

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The Shift from Cutting Costs to Gaining Strategic Advantage 

Let’s face it—offshoring was a quick fix for companies looking to trim expenses. Sure, it saved money in the short term, but at what cost? Language barriers, cultural disconnects, and inconsistent quality often outweighed the benefits. Businesses soon found themselves grappling with miscommunication, disengaged hires, and a lack of alignment with their core values. 

Now, there’s a better way. Intelligent recruiting is the smart, future-forward approach that companies need to embrace if they’re serious about finding, hiring, and retaining top-tier talent. It’s not about spending less—it’s about recruiting better. According to a LinkedIn study, 35% of talent professionals see AI and intelligent automation as game-changers, transforming not just how they hire, but who they hire. 

Why Offshoring Is Running Out of Steam 

Offshoring may have offered a quick path to cutting expenses, but it came with hidden costs. Companies that leaned heavily on this strategy found themselves facing challenges they hadn’t anticipated—like communication breakdowns and a lack of cultural alignment. What started as a cost-saving measure often led to inefficiencies, higher turnover, and disengaged hires. It’s becoming increasingly clear that focusing solely on cost reduction is a shortsighted approach that can undermine long-term growth and success. 

Consider this: 90% of hiring managers say they struggle to find qualified candidates, even with the cost savings offshoring brings. If your recruitment strategy is based on saving pennies while losing great people, you’re playing a losing game. 

Intelligent Recruiting: The New Gold Standard 

So, what exactly is intelligent recruiting? It’s about blending technology with strategy to supercharge your hiring process. Imagine this: AI-powered systems that sift through thousands of resumes in minutes, predictive analytics that tell you which candidates are more likely to stick around, and automation tools that free up your recruiters to do what they do best—connect with people. 

Unilever did just that. By using AI to overhaul their recruitment process, they slashed hiring time from four months to four weeks, saving over 50,000 hours of labor annually. That’s not just efficient—that’s revolutionary. 

Leveraging Technology for a Recruitment Revolution 

We’re not just talking about fancy gadgets here. We’re talking about tech that transforms the very DNA of your hiring process. Think AI-powered ATS systems that don’t just scan resumes but actually predict cultural fit, or machine learning algorithms that analyze interview performance to predict on-the-job success. 

The numbers don’t lie: 78.9% of companies are ramping up their investments in AI for recruitment, and for good reason. The future belongs to those who can leverage data to make faster, smarter hiring decisions. 

Data-Driven Decision Making: The Ultimate Game-Changer 

If your hiring process still relies on gut instincts, you’re missing out on a crucial edge. Tracking metrics like time-to-fill, quality-of-hire, and cost-per-hire aren’t just a numbers game – their real insights you can leverage to refine your recruitment strategy. Companies who are capitalizing on analytics are turning hiring into a strategic advantage, allowing them to quickly adjust to market demands and secure top talent. According to Korn Ferry, companies that integrate AI into their hiring processes see a 30% reduction in time-to-fill positions. That’s the kind of efficiency that turns recruiting from a cost center into a value driver. 

Real-World Wins with Intelligent Recruiting 

Let’s talk success stories. Hilton used AI to cut their hiring process down by a whopping 90%, turning what used to take weeks into a matter of days. And they didn’t just stop there—candidate satisfaction soared, proving that faster doesn’t mean sloppier.  

These aren’t just anecdotes; they’re proof that intelligent recruiting isn’t a buzzword—it’s a blueprint for the future. Companies that invest in this strategy are winning the war for talent, and those that don’t? Well, they’re getting left behind. 

It’s Time to Recruit Smarter, Not Cheaper 

The bottom line is clear: cost savings alone won’t drive the talent you need to win in today’s competitive market. It’s time to stop cutting corners and start investing in strategies that actually make a difference. Intelligent recruiting isn’t just a trend—it’s the future. 

The question is, are you ready to leave outdated practices behind and embrace a smarter way to recruit? Because those who do will find themselves ahead of the pack, while the rest are left scrambling to catch up. 

If you’re ready to start recruiting smarter, it’s time to explore the future of candidate sourcing with Leoforce Source. An AI-amplified sourcing service that combines industry-leading recruiting technology with a dedicated team of recruiting agents, Leoforce Source helps you find top talent across your sourcing channels in a fraction of the time.  

Book a free consultation to learn how we can reduce time-to-submit by 2 weeks and unlock your hidden talent pool. 

The post Beyond Cost Savings: The Future of Recruiting Lies in Intelligence Not Offshoring appeared first on Leoforce.

Fortunately, a pay-for-performance solution like Applicants on DemandAoD streamlines the entire process by delivering AI-qualified applicants directly to your applicant tracking system (ATS). With zero upfront costs and predefined, pay-per-applicant pricing, this is the solution retailers have been waiting for. Let’s break it down. But first, a closer look at the challenges retailers face during peak seasons. 

The Seasonal Staffing Crunch in Retail: Why Retailers Need a Specialized Solution 

When retailers gear up for major sales events, their immediate priority is to staff up to handle increased foot traffic and sales volume. According to the National Retail Federation, U.S. retailers hired over 500,000 seasonal workers in 2023i to prepare for the holiday rush. However, despite the urgent need, filling these positions quickly and cost-effectively remains a persistent challenge. 

Key Pain Points in Temporary Retail Staffing 

Maintaining service quality and capitalizing on increased consumer spending during peak seasons is the name of the game in retail. However, rapidly scaling your workforce to meet the demand presents several obstacles: 

1. High Turnover: The U.S. Bureau of Labor Statistics reported that turnover in retail reached 60.5% in 2023ii​. Temporary retail positions often experience even higher turnover, leading to increased recruitment and training costs. 

1. The Need for Speed: The need to fill positions rapidly can be a double-edged sword for retailers. Delays in hiring can lead to understaffed stores, longer wait times for customers, and missed revenue opportunities. Yet, hasty hiring decisions can also compromise candidate quality.  

1. Budget Constraints: Traditional recruitment methods can be costly, with expenses related to advertising, agency fees, and overtime for existing staff. 

Leoforce Applicants on Demand: A Tailored Solution 

The fluctuating demands of the retail sector require a hiring approach that’s both agile and scalable. Applicants on Demand addresses these challenges by leveraging advanced AI to automate high-volume sourcing and engagement. It also eliminates the guesswork regarding costs and applicant quality. 

Key Features and Benefits: 

• AI-Enhanced Speed and Precision: Utilizing advanced AI-assisted search and match, Leoforce sources, qualifies, engages, and nurtures candidates through application completion, saving your team an average of 25 to 30 hours monthly.  

• Cost-Effective, Predictable Pricing: With fixed, pay-per-applicant pricing, Leoforce helps maintain total control over your budget, potentially saving up to 30% per completed applicant in external sourcing costs.  

• Scalability During Peak Seasons: Leoforce enables you to scale recruiting efforts during peak seasons or pause sourcing when hiring slows down, with no added costs or the need for additional resources.  

• Improved Applicant Quality: By delivering an AI-qualified list of applicants who have already expressed interest in joining your organization, Leoforce reduces the time spent sifting through unqualified applications, allowing more time to interview and hire the best talent. 

Why Leoforce Applicants on Demand is a Game-Changer Compared to Traditional Temp Agencies 

Traditional temp staffing agencies often rely on manual, time-consuming processes. This can mean slower hiring, unpredictable costs, and inconsistent candidate quality – exactly the kind of headaches retailers don’t need during busy seasons.  

Applicants on Demand takes a different approach by leveraging AI to find applicants who are a better fit from the start. This not only speeds up the hiring process but also helps ensure those hires stick around longer. Instead of scrambling to replace staff halfway through the season, retailers get reliable team members who can hit the ground running. 

By delivering high-quality, well-matched candidates faster, Applicants on Demand also makes onboarding smoother and keeps turnover low, helping retailers stay fully staffed when it matters most.  

The ROI of Using Applicants on Demand in Retail Staffing 

Elevated Customer Experience: Staffing challenges aren’t just an operational headache; they directly affect customer satisfaction and sales. A fully staffed store can offer better service, shorter wait times, and an overall enhanced shopping experience. Research shows that having the right staffing levels can increase sales by up to 20%iii during peak seasons​.  

Streamlining Costs and Time-to-Hire: AoD streamlines the entire hiring journey, from sourcing and screening, to qualifying and nurturing, helping retailers achieve their staffing goals affordably and efficiently. This reduces time-to-hire, decreases the need for ongoing recruitment, and translates into significant savings in costs and time spent sourcing.  

An Effortless, Flexible Seasonal Hiring Solution 

AoD is the ultimate flexible hiring solution for retailers looking to fill roles quickly. Because it works as a stand-alone service or can be seamlessly integrated into your ATS/CRM, you can capitalize on the benefits of Applicants on Demand whether it’s the beginning, middle or end of peak hiring season. And with flexible contract options tailored to fit both short-term and long-term needs, retailers can start hiring quickly and hit the ground running when they decide the time is right.  

The Smarter Way to Staff Up for Seasonal Success 

As retail continues to evolve, the ability to quickly and efficiently hire temporary staff is becoming more important than ever. Applicants on Demand provides retailers with the tools they need to ensure their teams are fully staffed with the right talent at the right time. By leveraging advanced AI to enhance speed, precision, and scalability, Applicants on Demand helps retailers optimize their hiring process, ultimately leading to happy, satisfied customers and increased revenue.  

To learn more about how Leoforce’s Applicants on Demand service can transform your seasonal hiring, book a free consultation today and discover the benefits for yourself!  

The post Why Leoforce Applicants on Demand is Ideal for Temporary Retail Staffing appeared first on Leoforce.

Healthcare providers in rural areas experience unique challenges in recruiting employees, including workforce shortages, limited access to candidates, and high costs of prolonged vacancies. These challenges are only going to get harder to manage. The Bureau of Labor Statistics predicts that there will be an average of 194,500 job openings for nursing positions alone each year for the next decade. 

Recruiters should turn to technology for solutions to their healthcare hiring challenges. Artificial intelligence (AI) is a game-changing tool that can help healthcare recruiters reach a larger pool of candidates, improve match quality, and optimize hiring efficiency. AI can help cut down on hiring costs and reduce prolonged vacancies in rural healthcare facilities. 

Challenges in Rural Healthcare Recruitment

Rural locations create unique challenges for healthcare recruiters. Rural areas typically have fewer people, which means there’s a smaller pool of job candidates. In the healthcare field, where specialized and often expensive training is required, the pool of job candidates is even smaller. This means that many candidates may need to relocate to a rural area to fill a position, and relocations can be costly. 

Plus, most medical schools and other training programs are located in cities. Newly trained candidates might find the job search to be easier in the city where they graduated, due to professional connections they made while in school. Recent graduates with student debt may also find the frequently higher salaries in urban areas to be difficult to turn down.

Unfortunately, hiring isn’t the only difficulty that rural healthcare recruiters face. Retention is also a challenge. Healthcare facilities in rural areas tend to have higher rates of turnover than facilities in more populated areas. One study found that nursing turnover rates were as high as 27% over a two-year period in some rural communities. Continual rehiring can create a real financial strain for healthcare providers. 

How AI Can Transform Rural Healthcare Recruitment

AI can cut down on the strain of hiring and rehiring by making the process more efficient, so healthcare recruiters can hire qualified employees with less effort. Here are a few ways AI can help with recruitment: 

• Candidate Sourcing: AI can identify and attract candidates from a broader geographic range who may be willing to relocate or work remotely, where applicable. 
• Enhanced Screening and Matching: AI’s data-driven matching assesses critical factors, including experience, cultural fit, and willingness to work in rural settings, leading to hires who are more likely to stay. 
• Automated Outreach and Engagement: AI tools like ChatGPT can help draft email templates and responses, making outreach to candidates easier. Chatbots give interested candidates the ability to get answers to their hiring questions 24/7, keeping them engaged with less work for you. 
• Predictive Retention Analytics: AI uses predictive analytics to find candidates with high retention potential, so you can prioritize candidates who are most likely to stick around for a long time. 

Strategies to Complement AI-Driven Rural Healthcare Recruitment

AI solutions like Leoforce can source quality candidates in a matter of minutes, saving recruiters 25 to 30 hours per month in sourcing time. Leoforce also evaluates candidates based on over 300 parameters and 7 multi-dimensional data points that ensure thorough and objective assessment of candidate compatibility and suitability. But once you’ve identified quality candidates for your roles, how can you increase their likelihood of accepting a rural healthcare position? 

Consider why your job opening in a rural area is different from one in a city, and use that to your advantage when engaging with candidates. Highlight the hidden benefits of living and working in a rural area, such as: 

• A tight-knit sense of community inside and outside of work and the opportunity to develop personal relationships with patients, coworkers and neighbors
• Feeling rewarded by serving an area in need of quality healthcare
• A slower pace of life and greater access to the outdoors
• A lower cost of living that allows their salary to stretch further

Creating opportunities for advancement and growth at your facility, providing relocation stipends, and offering flexible scheduling are other strategies that can also help motivate candidates to join — and remain at — rural healthcare facilities. 

Steps to Implement AI in Rural Healthcare Recruitment

Each healthcare provider is different, so it’s important to evaluate your needs before deciding which AI solutions are right for your hiring team. Here are a few questions to consider:

• What specific challenges does your team face in the hiring process? Perhaps identifying qualified candidates is your biggest challenge. You may want to consider an AI solution that provides targeted candidate sourcing. 
• What positions do you need to fill? If you need to fill a large number of roles, a solution like Applicants on Demand  for high-volume hiring might work well. On the other hand, if you’re struggling to fill a few specialized roles, a concierge solution may be more appropriate. 
• Do any steps in your hiring process feel inefficient? Maybe you feel that your interview process is inefficient. You could look to an AI tool like ChatGPT to help by generating interview questions or summarizing interview notes. 
• What recruitment metrics do you track? Metrics like number of hires, time-to-fill, and retention rates can help you evaluate the performance of your current program. Plus, they’ll act as a benchmark for determining the success of any new solutions that you implement. 

Let the answers to these questions guide your decision on how to implement AI-powered solutions in your hiring processes. 

AI Is Your Rural Healthcare Recruitment Solution

The American nursing shortage will continue into the future, especially in rural areas. Healthcare recruiters should look to AI for help sourcing candidates and then highlight the unique benefits of living and working in rural areas. By improving hiring efficiency, match quality, and retention rates, AI has the potential to bridge the recruitment gap in rural healthcare. 

Explore AI-driven recruitment solutions and book a meeting to learn how AI can solve your rural recruitment challenges.

The post Leveraging AI to Improve Recruitment Efficiency in Rural Healthcare appeared first on Leoforce.

One area of recruiting that AI is becoming increasingly prevalent in, is college campus recruiting. Incorporating AI into your campus recruitment strategy has tangible benefits worth exploring. Let’s break it down. But first, let’s discuss some of the standard practices in campus recruitment and the challenges faced by recruiters in this niche space in the talent acquisition industry.

Traditional Campus Recruitment

In a typical campus recruitment scenario, corporate recruiters were physically sent to visit universities and colleges to search for potential employees. Working with college career services departments, campus recruiters would manually collect applications, screen potential candidates, and even conduct preliminary interviews in person during these visits. You can imagine the time-consuming, resource-intensive challenges this approach entails. Not to mention, the limitations on a campus recruiter’s overall talent pipeline when they could only target one university at a time. Fast forward to the present day where recruiting technology and AI provide a better, more efficient solution.

The Benefits of AI in Campus Recruitment

Any technology that streamlines tedious workflows and manual processes is bound to give efficiency a boost. But let’s get specific on the benefits of incorporating AI technology into your campus recruiting process.

• Candidate Screening: According to research, there are approximately 250 applicants for every corporate position out of which an average of four get selected for an interview. Imagine the laborious task of screening 250 resumes manually to find that perfect candidate. The right AI recruiting technology can automate and simplify candidate screening, significantly reducing the time it takes to shortlist the right candidates. For example, the AI sourcing platform – Leoforce, uses 300+ attributes, and seven multidimensional data points to assess candidate relevancy, and simultaneously sources, scores, and ranks candidates from multiple channels for 90% of jobs in less than five minutes, reducing shortlisting time by 50%.
• Eliminates Bias: Diversity, equity, and inclusion in campus recruiting is critical. But there are times when unconscious recruiter bias can make it difficult to achieve diversity hiring goals. An AI tool has the ability to screen candidates based only on relevant skills and qualifications. AI platforms such as Leoforce provide candidate masking features to ensure an unbiased approach while maintaining scoring and ranking integrity.
• Candidate Engagement: One of the biggest challenges for campus recruiters is having enough time to properly engage and reach out to potential candidates. It’s easy for candidates to slip into that black hole of non-communication when they don’t feel engaged. AI recruiting tools can automate communication and candidate reach-out, making it easier for recruiters to keep candidates in their pipeline. Leoforce features a multi-channel candidate communication dashboard with talk, text, email, and chatbot options for communication. Being able to engage with candidates in their preferred format is a huge benefit to recruiters.
• Data-Driven Decisions: AI recruiting tools that provide talent intelligence around key data points such as location potential, skill set distribution, salary projection, company mapping, and education, etc., help recruiters to establish more effective search parameters that not only lead you to the most compatible candidates faster, but also empower you to make better, data-driven decisions.

There’s no question the benefits of AI in campus recruiting are tangible. However, there are some considerations to be aware of to ensure you’re using AI responsibly and ethically.

• Privacy: One major concern regarding the use of AI for the recruitment process is the fundamental right to privacy. Recruiters and hiring teams should examine their security protocols to ensure all candidate data is protected.
• Human Oversight: Although AI has reached phenomenal stages of independence, it’s vital to stress the importance of human oversight in AI. Ultimately, it is a human who will be responsible for decisions influenced by AI tools. So, while AI is a wonderful tool for streamlining a myriad of recruitment processes, there should always be review and input from qualified recruiters or HR teams.
• Bias: Ensuring a bias-free system of recruitment is one of the key elements of an effective campus recruitment process. And while it’s true that AI has the potential to remove bias, the opposite can also occur. That brings us back to human oversight to eliminate the possibility of an AI tool inadvertently imposing some sort of bias into the process.

There are some people who, rather than embracing AI for the amazing tool it is, fear that AI will take over their jobs in the future. But the reality is that AI is meant to augment various aspects of human work – not take over human jobs. In fact, the World Economic Forum’s (WEF) 2020 Jobs Report shows that AI has the potential to create more than 97 million jobs in the coming years.

You could say the process of campus recruitment is similar to sculpting masses of clay into fine sculptures. It requires innovative thinking, dedication, and a little help from technology to do it right. AI is a powerful tool in the right hands and can be the difference between success and failure in reaching your recruiting goals.

It’s also critical to choose the right AI tool to maximize the benefits and elevate your recruitment process. The best option is one that delivers a solution for every sourcing challenge like Leoforce. With the largest talent database in the industry (850+ million candidates), scoring and ranking, and talent intelligence, Leoforce is a single-platform sourcing solution. If you’re ready to cut shortlisting time by 50% while you source the talent most likely to succeed in every open role, book a demo of Leoforce today.

Resources

• https://www.weforum.org/reports/the-future-of-jobs-report-2020
• https://www.glassdoor.com/employers/blog/50-hr-recruiting-stats-make-think/

The post AI in Campus Recruitment: Shaping the Future of Young Talent appeared first on Leoforce.

Organizations face one major challenge: finding the right type of candidate without incurring extra costs. The traditional hiring process involves spending significant manual hours, which can be a lengthy and expensive process. According to LinkedIn, the average hiring process takes 36 days, and the average cost of hiring an employee can be as high as $4,000 according to a Glassdoor study (LaBelle, 2023).

Companies that adopted AI based recruitment have been able to automate many of the tedious and time-consuming tasks associated with the hiring process, making their business more effective.
AI-based recruitment automation helps streamline the hiring processes and improve efficiency, thereby helping companies not only to reduce costs but also to significantly reduce the time it takes to screen and hire candidates.

AI-powered automated application tools enable recruiters to focus on more strategic tasks by automating repetitive and time-consuming activities, allowing recruiters to focus on potential non-traditional candidates, better assess non-technical aspects of candidates (such as communication skills), and develop better candidate relationships.

Here are ten ways recruitment automation can help cut costs in 2025:

1. Reduction in administrative tasks: Automation can manage repetitive administrative tasks such as data entry, document management, and application tracking, whereby automating such processes, recruiters can save time and reduce costs associated with manual labor. For example, an automated applicant tracking system (ATS) can store and manage candidate data, eliminating the need for manual filing and retrieval.
2. Improved job ads distribution: Automation tools like Programmatic Job Advertising can be configured to distribute job ads across multiple platforms simultaneously, including job boards, social media platforms, and career websites, expanding the reach of job postings and ensuring maximum visibility. As a result, organizations can attract a larger pool of qualified candidates without spending excessive amounts on individual job ad placements.
3. Automated resume screening: Recruitment automation employs algorithms that screen resumes and applications based on predefined criteria, eliminating the need for manual screening and reducing the time and effort spent on reviewing unqualified resumes. For example, an AI-powered resume screening tool can analyze keywords, qualifications, and experience to identify the most suitable candidates.
4. AI-driven candidate matching: AI-powered automation tools can match candidates with job requirements and assess their compatibility by quickly identifying the top candidates and prioritizing their engagement. For instance, an AI-driven candidate matching system can analyze candidate profiles and highlight the best matches based on skills, experience, and qualifications, and can also be programmed to identify non-traditional applicants who can bring something different to the role. AI tools like Leoforce’s Talent Rediscovery have the power to tap into your existing goldmine of talent to find interested candidates, without manually reviewing past applicants.
5. Automated interview scheduling: Existing automation can help integrate recruiters’ calendars and candidates’ availability, streamlining the interview scheduling process. A major challenge for both applicants and recruiters is the back-and-forth communication and the time that is lost with scheduling conflicts. For example, an automated interview scheduling tool can offer available time slots to candidates, allowing them to select their preferred interview time without manual intervention.
6. Video interviews and assessments: In the face of the pandemic, many recruiters opted to facilitate video interviewing and assessment, eliminating the need for costly in-person interviews. Video-based interviews can also help to save on time, some rare travel expenses, accommodation, and planning. Additionally, the automated assessment tool can analyze candidate responses and provide objective evaluations based on the pre-set parameters, improving the efficiency and reducing costs associated with traditional interview methods.
7. Centralized candidate communication:  Automated email templates and notifications, sent at various stages, providing updates, interview invitations, and feedback, ensures consistent and timely communication without the need for manual follow-ups in many instances. Centralized communication reduces administrative costs and improves the candidate experience as well, as they are made aware quickly of next steps for their hiring process and if they qualified for the next round.
8. Talent pool management: Automated platforms can help organizations build and manage talent pools by capturing candidate data from various sources, allowing recruiters to access a pre-screened pool of candidates for future job openings, i.e., a pipeline of future applicants. By leveraging automation, recruiters can tap into this pool, reducing re-sourcing costs and minimizing time-to-fill for future positions.
9. Data analytics and optimization: AI-driven tools collect and analyze a ton of recruitment data, and their analysis helps in providing valuable insights for process optimization. The metrics such as time-to-hire, cost-per-hire, and source effectiveness can help to identify bottlenecks and challenge areas for improvement. For example, analyzing data from an ATS can reveal the most efficient sourcing channels, enabling organizations to allocate resources strategically and reduce unnecessary spending by dropping the non-performing channels.
10. Reduction in turnover costs: Turnover is always a concern. AI-powered systems, if programmed correctly, can help stave off the turnover issue by identifying the candidate(s) who are the best fit for the organization and who tend to last long and persevere in the given role. By using data-driven approaches and assessments, organizations can make a more data-accurate hiring decision that leads to improved retention rates in the organization. In turn, this reduces the costs associated with turnover, such as rehiring, training, and lost productivity.

By leveraging AI-based automation, companies can optimize their recruitment processes, reduce costs, and expedite the hiring timeline. These benefits extend beyond financial savings, as recruiters can devote their time and expertise to building strong teams and driving business growth. As technology continues to evolve, AI-based automation will continue to play a vital role in transforming the recruitment industry, making it more efficient, cost-effective, and focused on finding the best talent for organizations. Ready to dive even deeper into recruitment process automation? Read the Expert’s Guide to HR Automation.

While it is challenging to provide specific figures without access to real-time data, implementing some form of recruitment automation can lead to cost savings by reducing manual labor, optimizing sourcing strategies, improving hiring decisions, and enhancing overall efficiency in the recruitment process. The exact cost savings will vary based on the organization’s size, industry, and recruitment needs, but the automation-driven benefits will contribute to a more cost-effective recruitment process in 2025.

Experience the power of recruitment automation firsthand. Request a demo today and witness how Leoforce can revolutionize your hiring process, reduce costs, and deliver high-quality candidates.

The post The Role Of Recruitment Automation In Reducing Recruitment Costs appeared first on Leoforce.

Furthermore, AI has effectively reshaped the way recruiters search for candidates as now, recruiters can proactively uncover high-potential candidates beyond the confines of job boards and their traditional sources. This expanded reach allows employers to discover a more diverse range of candidates who may have previously been overlooked for crucial roles in the organization.

AI-powered tools have helped facilitate the creation of personalized job postings where recruiters can tailor job descriptions to align with the specific needs of the company and the role in question. This customized approach attracts more qualified candidates and ensures that individuals with the right skills and qualifications are attracted to the job posting. They are further supported in mitigating unfair selection practices in recruitment by Applicant Tracking Systems (ATS) that can parse resumes and evaluate candidates solely based on their skills and experiences. This removes the human potential of biases and ensures that qualifications are objectively assessed. Through the process, recruiters are also able to get valuable feedback, that in turn help them to eliminate conscious or unconscious biases when evaluating candidates, manually.

The rapid use of AI-enabled tools and technologies today, is helping organizations foster a more diverse candidate pool and at the same time, is helping them avoid issues and challenges that lays the foundation of a strong DE&I practice in the workplace. When employed, these tools can be crucial in identifying potential candidates from underrepresented groups and ensuring that all qualified individuals are considered for a position, irrespective of their background or identity. By actively seeking diversity through AI-driven processes, organizations can build more inclusive teams and promote equal opportunities.

However, organizations do face a coexisting challenge of a token diversity and inclusion recruitment policy in the workplace. This becomes evident in recruitment, where a lack of the right kind of diversity and or inclusion can have a negative impact on what type of talent an organization is able to attract and retain. Human Resources (HR) and talent acquisition specialists can leverage AI in recruitment to effectively identify the potential in non-traditional candidates that augment their otherwise robust methodologies of attracting the right kind of talent. While there is a certified chance of finding the aptly skilled candidate, AI can still help expand those boundaries to source an out of the box style applicant for the role or roles in question. Here is a detailed explanation of each approach:

1. Resume screening: AI-powered tools can analyze resumes and identify key qualifications, skills, and experiences by the utilization of natural language processing (NLP) techniques. AI algorithms extract relevant information from resumes, such as education, work experience, certifications, and skills and this in turn allows HR professionals to quickly filter through many resumes, saving time and effort. However, by training AI algorithms on successful non-traditional candidates, recruiters can develop models to recognize patterns and prioritize applicants who possess similar attributes as well as some unique aspects of their profiles that could bring something different to the role in question. This helps identify hidden potential that may be overlooked through manual screening.
2. Job matching algorithms: AI is employed to match job requirements with candidate profiles, and it relies on predefined criteria, such as specific degrees or years of experience. However, non-traditional candidates often possess unique skills and experiences that are not captured by these criteria, because they are not programmed to do so. AI algorithms can be programmed to consider transferable skills, diverse experiences, and unique backgrounds that are unique to non-traditional candidates and are with a higher potential to excel in the role, even if they don’t meet conventional qualifications. By analyzing the job description and comparing it to candidate profiles beyond the predefined criteria, AI can suggest suitable matches, expanding the talent pool and allowing recruiters to tap into a broader range of potential candidates. By recognizing the value of diverse skills and experiences, modified AI-based job matching algorithms contribute to a more inclusive recruitment process beyond the norms of traditional selection.
3. Skill assessments: Sometimes the hidden talents and capabilities may not be evident from traditional resume screening and that is where AI-driven platforms can focus on relevant competencies rather than relying solely on traditional credentials. By using AI algorithms to develop and administer assessments, recruiters can ensure consistency and fairness when they are evaluating candidates. When it comes to results, AI can be sued to analyze the results and identify potential candidates, even if their backgrounds differ from traditional applicants that are normally sought. By shifting the focus of AI from educational or other markers of pedigree to key skills, recruiters are able identify non-traditional candidates who may possess valuable talents that are not evident from their educational or professional backgrounds. This approach also aligns with D&I practices where the organization can show that it is valuing a broader range of characteristics and recognizes the potential in individuals with diverse skill sets.
4. Video interviews and facial recognition: Facial recognition technology is widely used to identify and mitigate many kinds of human actions in travel, health, defence, and varied areas. This is done when AI is programmed to provide data points for analysis, allowing for a more holistic evaluation based on its capabilities to detect emotions, engagement levels, and other facial cues. This same technology can also provide insights into candidates’ emotional intelligence, adaptability, and suitability for certain roles, when leveraged appropriately. Human evaluation of traditional markers of emotional intelligence, body language etc., has not evolved in many decades since it’s use was widely popularised. However, when you augment this evaluator step with an AI-based video interviews, the platforms can assess any candidates’ responses, body language, and facial expressions that would be identifiably different for non-traditional candidates. Video interviews allow HR professionals to gain insights into candidates’ communication skills, problem-solving abilities, cultural fit, and other qualitative factors and the algorithms can analyze these interviews, automatically transcribe them, and extract relevant information for evaluation.
5. Predictive analytics: The application of AI in resume screening, job matching, skill assessments, and interviews is qualified and quantified as data that needs proper interpretation. Recruiters can use AI to analyze large datasets and identify certain patterns related to non-traditional candidates as compared to those of successful traditional candidates. By examining historical data on candidate profiles, qualifications, and performance in similar roles, AI can help predict the potential of non-traditional candidates more accurately. Machine learning algorithms can identify correlations between certain characteristics and job performance, enabling HR professionals to make data-driven decisions. This approach helps mitigate biases and subjective judgments by focusing on objective indicators of success, rather than relying solely on subjective judgments based on statistical analysis. By embracing data-driven decision-making, along with other related practices that align with D&I practices, recruiters can ensure that hiring decisions are based not just on merit and performance, but also on the predictive elements of the unique skill sets that the non-traditional candidate brings to the role.
6. Bias detection and mitigation: A task as simple as traditional resume screening often suffers from unconscious biases, leading to the exclusion of non-traditional candidates. Sometime, bias can inadvertently influence decision-making, leading to the exclusion of non-traditional candidates on cues that are very collectively driven in hiring practices. This is where AI algorithms can be incorporated to eliminate the bias. Systems can be designed to remove identifiable information from resumes, and they can use anonymized candidate data during the screening process. Algorithms can be made to focus solely on qualifications and skills, promoting a more inclusive evaluation of non-traditional candidates. By reducing the human bias and programmable bias in the early stages of recruitment, organizations can ensure that candidates are evaluated fairly and without bias based on their backgrounds.

It is important to note that while AI can assist in identifying potential in non-traditional candidates, human judgment and expertise are still crucial in making final decisions, as in the end the individuals hired must work in a collective of humans and not just technology. AI-generated insights should be interpreted by recruiters and HR professionals who can combine them with their experience and contextual understanding to ensure fair and comprehensive candidate assessments. AI should be viewed solely as a tool that enhances and supports the decision-making process, rather than replacing the expertise of the human in human resources or the talent involved in recruiting correctly. Overall, leveraging AI in the recruitment process allows HR and talent acquisition specialists to identify the potential in non-traditional applicants while also aligning and broadening the D&I scope and practices of organizations. By effectively using AI in recruitment, mitigating biases, expanding evaluation criteria, focusing on skills, and embracing data-driven decision-making, organizations can promote a more inclusive and equitable approach to talent acquisition as it provides opportunities for non-traditional candidates to showcase their abilities and potential, contributing to a more diverse and representative workforce.

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In a job market where the best talent is snatched up quickly or just plain hard to discover, more and more companies are searching for ways to get to the right candidates before the competition. A task that increasingly calls for more streamlined recruiting workflows, the ability to automate candidate screening and shortlisting, and maybe more than anything else – true market intelligence to guide the way.

Hence the expansion of AI-powered Market Intelligence into the recruitment arena.  So, where does market intelligence fit into the modern recruiting landscape, and how is it revolutionizing the recruiting industry? Before we dive in too deep, let’s first discuss what AI-powered market intelligence actually is.

What is AI-powered Market Intelligence?

AI-powered market intelligence is advanced technology that combines AI with market research to provide real-time insights into the competitive landscape in a particular industry.

By leveraging AI algorithms, AI-powered market intelligence can analyze large amounts of data quickly and accurately to help recruiters identify the best talent for their open positions. It also helps organizations better understand the overall talent landscape, market conditions and other area-specific situations that may be relevant to their talent search. It essentially provides valuable data to drive better decision making around recruiting and talent acquisition strategies.

How is Market Intelligence different from market research?

Unlike market research alone, which focuses on gathering data on a specific target population and providing insights into the overall market trends, AI-powered market intelligence in recruiting looks at an individual’s qualifications, experience, and other factors to determine whether or not they are a fit for a given role or company. It also goes a step further by combining automated data collection and analysis with natural language processing and machine learning to provide recruiters with the most accurate and up-to-date talent profiles available.

What are the benefits of incorporating an AI-powered Market Intelligence tool into your recruitment strategy?

• Refine talent searches – an AI-powered market intelligence tool such as Leoforce uses predictive analytics and data on key elements, including compensation, location, skill set distribution, and competitive analysis, to ensure you’re executing more realistic, effective searches based on actual data.For example, if the role you’re sourcing for is in a location where the average salary is substantially higher than the client is offering, market intelligence equips you with the data to adjust your sourcing strategy and to support your recommendations back to the client.

• Increase access to compatible candidates faster – The real name of the recruiting game today is speed. Discovering the talent most suitable for the job faster than the competition is critical. Not just to nab the best talent, but to minimize your screening costs. One study found that AI-powered market intelligence reduced candidate screening costs by 75% per screen.But you’re never going to get there manually sifting through hundreds of resumes. That’s where AI-powered market intelligence can be a game changer. The market intelligence in a platform like Leoforce, screens candidates using more than 300 attributes many AI platforms ignore. The result is you get to target and engage with that top tier of talent most likely to excel in the job – before your competitors.

• Proactive recruiting planning – By leveraging data from millions of sources, AI-powered market intelligence can provide recruiters with real-time insights into the constantly evolving labor market, helping you make more informed decisions about where to allocate resources for the most impactful results. It can also help recruiters identify emerging skill sets, changes in compensation, demand for certain positions, and talent pool forecasting for specific positions in specific geographical locations. This kind of data can be invaluable when it comes to budgeting and recruiting resources.

• Boost employee retention and decrease turnover costs – Some studies indicate the cost of employee turnover is around 33% of the employee’s salary. It certainly stands to reason that if you find and engage more compatible talent in the first place for the job you’re sourcing, your chances of decreasing employee turnover are higher.

• Continually optimize intelligence around localized talent pools – One key benefit of the AI-powered market intelligence in the Leoforce platform, is the ability to geographically focus campaigns using real-time data, and the fact that the AI in Leoforce continues to learn as you grow, becoming more and more intuitive.

What to look for in an AI-powered Market Intelligence tool

It goes without saying that you should be looking for an AI platform that offers real-time market insights and predictive analytics. But also be sure to inquire about the integration and customer support process to ensure you choose a platform that seamlessly integrates with your existing ATS or VMS so you can hit the ground running.

• Advanced skills matching capability – AI-powered tools offer the most up-to-date insights into the talent acquisition market, enabling recruiters to make more informed decisions on who to target and when. But a truly powerful tool will also go beyond simple skills matching to find candidates who are not just qualified, but also compatible. The talent scoring and ranking feature in Leoforce is a perfect example of how you can put the power of AI market intelligence to work to discover the most suitable talent available for a particular role.

• Ability to automate routine tasks – One of the primary reasons AI is becoming a mainstream tool across the entire recruiting spectrum is because of the need by recruiters to simplify workflows and streamline recruiting processes like candidate outreach and communication. With a centralized candidate communication dashboard featuring talk, text, email and chatbot functions, the Leoforce platform allows for seamless candidate engagement throughout the recruiting lifecycle.

• Diversity built-in – Part of simplifying workflows for most recruitment teams means having the right tools for reaching diversity hiring goals. The AI in Ayra has diversity already built-in, making for a more diverse pool of talent without additional resources.

There’s no question the world of recruiting and talent acquisition will continue to evolve, and the most successful teams will be the ones who evolve right along with it by keeping up with the latest and best technological tools out there.

If you’re team is ready to leverage AI-powered market intelligence to better identify, target and segment potential candidates, optimize your outreach efforts and build powerful pipelines of qualified talent, Leoforce can help you do it. Contact us today to Learn More about the powerful recruiting outcomes you can achieve with a little help from AI and Leoforce.

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But with so many different software platforms to choose from, it can be overwhelming to determine which one is the best fit for your organization. Choosing wisely can be what skyrockets your recruiting game to the next level. On the flip side, the cost of making the wrong choice isn’t just monetary, but valuable time wasted when you could be engaging with top talent. Before we dive into the how part of choosing the right recruitment management software, let’s explore the basics of what it is and how organizations use it to achieve their recruiting goals.

What is recruitment management software?

The first thing to understand about recruiting software, in general, is that there are a variety of platforms within the recruiting industry, but they don’t all do the same things. Just as recruiters, hiring managers, HR specialists, and other talent acquisition professionals don’t all do the same things. But in the most general sense, recruitment management software is software that is designed to simplify, automate and streamline different aspects of recruiting workflows.

The functionalities required in recruitment management software will vary depending on the specific needs of your business. To identify the most suitable platform for your organization, start by examining the talent acquisition lifecycle of your business from a big-picture perspective.

Define your needs and goals

Before you start looking at different options, it’s important to have a clear understanding of what you need from a recruitment management software. This includes both your current recruitment challenges and your long-term goals for the hiring process. Some questions to consider:

• What are the main pain points in your current recruitment process?
• How many hires do you make in a year?
• Do you have specific requirements for tracking diversity, equity, and inclusion (DEI) metrics?
• Do you need the ability to schedule interviews and communicate with candidates directly through recruitment management?
• What workflows are taking up the bulk of your time that could be streamlined by automation?
• How are you currently sourcing talent and is candidate compatibility an issue?

Consider your budget

Recruiting management software can vary significantly in price, so it’s important to consider your budget when evaluating different options. Some solutions offer a basic package for free, with additional features available for a fee. Others charge a flat monthly or annual fee for access to all features. Be sure to consider the total cost of ownership when evaluating different recruitment management options, including any hidden costs such as training, implementation, or integration with other systems.

Look for a user-friendly interface

The effectiveness of the recruitment management you choose greatly depends on ease of use. Consider the interface and overall user experience. Does the software have a clean, intuitive layout? Is it easy to navigate and does it have an easy-to-manage interface for all your candidate sources? The user-friendly interface in the Leoforce platform provides a single, consolidated list of all your candidate’s sources and makes it easier for your team to source and engage top talent quickly.

Automated workflows

One of the biggest hurdles many recruiters face is keeping candidates engaged while navigating the myriad of tasks throughout the recruiting lifecycle recruitment management with the ability to automate repetitive tasks enables recruiters and hiring managers to focus on other important tasks such as candidate engagement. The multichannel candidate communication dashboard in the Leoforce platform goes a step further with talk, text, email, and chatbot functions that make it easy to maximize candidate engagement.

Easy integration

The ability to seamlessly integrate with other systems and tools you’re already using is essential. This may include applicant tracking systems (ATS), human resources information systems (HRIS), or other recruitment tools such as assessment or background check platforms. A platform like Leoforce Quantum, which is built on open APIs and seamlessly integrates with your tech stack is ideal.

Consider vendor reviews and customer support capability

When selecting recruitment management software, it’s important to choose a vendor with a track record of customer satisfaction. Look for reviews and ratings from other customers to get an idea of the vendor’s overall performance. It’s also a good idea to reach out to the vendor directly to ask questions and get a sense of their customer support during and after implementation. A responsive and helpful vendor can make a big difference in the success of your implementation.

Next generation-AI

Recruitment management software powered by AI is an absolute must-have. With built-in diversity features, talent scoring and ranking, and Artificial Intuition that goes beyond simple skills matching to find, score, connect and engage the candidates most likely to succeed in the role, the Leoforce platform demonstrates why AI-based recruiting solutions are taking the industry by storm.

Additional sourcing power

Whether you’re a small business or a large enterprise organization, a robust talent pipeline is critical to meeting your organization’s recruiting goals.  recruitment management software that includes access to additional pools of compatible talent can help you scale your recruiting efforts according to your needs. Leoforce offers users easy access to a proprietary talent pool of more than 800M+ active and passive candidates, consolidated into one deduplicated list.

Market intelligence and analytics

Consider recruitment management software capable of leveraging AI to refine talent searches with predictive analytics and data on essential elements including compensation, skill set distribution across potential talent, location, and other data points. The market intelligence function in a platform such as Leoforce helps hiring leaders to transform critical market insights into actionable strategies that optimize recruiting outcomes.

AI-powered recruiting software

94% of HR professionals say that using recruitment software has positively impacted their hiring process and 80% of executives believe AI can help improve performance and productivity in human resources.

Suffice it to say that numbers don’t lie, and neither does AI. As technology continues to evolve and shape the recruiting industry, put the power of AI to work for your business with Ayra and recruit smarter, faster, and more efficiently.

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Artificial intelligence (AI) systems can be divided into two distinct categories. The term “automation” refers to the process of exchanging human workers with machines equipped with artificial intelligence so that regular tasks or decisions can be completed more quickly. The term “augmentation” refers to the process of assisting humans in making decisions or completing tasks, as opposed to completely replacing them.

When contemplating the idea of AI systems taking over tasks previously performed by humans, it is important to keep in mind that human cognition and input cannot be replaced. Recruiters and talent acquisition teams are crucial to the success of any hiring effort. As an example, recruiters can execute the following.

• Compare a candidate to a job description rather than a CV’s keywords
• Determine whether applicants are culturally fit
• Convince the hiring manager of the qualifications of the candidate
• Manage relationships with both candidates and clients
• Negotiate with hiring managers

Over the course of the last decade, technological advancements have made great strides in having a meaningful impact on the recruitment process. The recruiter, the employer, and the recruitment strategy that organizations use all have a role in determining whether its influence and utilization are beneficial or counterproductive. However, utilizing data-driven people intelligence will create a huge competitive advantage if embraced.

There is no denying that recruiting technology that is driven by AI has the potential to enhance activity and improve recruiting performance. Even the most labor-intensive processes, such as email interaction with applicants, are adaptable to automation, and this holds true for both large corporations and smaller agencies. It is helpful for talent acquisition teams to have a commitment to learning new recruitment AI technologies and embracing their possibilities.

It was already a challenge for organizations to boost productivity while keeping employees engaged in the “overwhelmed” atmosphere before the Covid pandemic added other levels of difficulty. As a result, the need for organizations to analyze how we accomplish more with our resources, adapt quickly to the changing environment and motivate diverse teams have been amplified. Technology has rapidly filled in the gaps in order to manage these challenges of conducting business in a variety of situations, and further shifts are on the horizon.

Augmented recruiting

As stated previously, augmenting talent acquisition techniques is intended to support, rather than replace recruiting activities. Making decisions based on data-driven people intelligence in a more streamlined and timely way is made possible and accelerated by augmented recruiting technologies.

Other benefits of augmented recruitment 

• Predictive analytics
• Machine learning
• Increased recruiter productivity

Find out what RentOne’s impressions are on the talent landscape feature that Leoforce offers.

The vice president of culture and strategy was able to quickly collect information, present it to leadership, and make choices appropriate for executive-level positions.” The fact that we quickly conducted a report and discovered that we had incorrectly devalued that function was a great development and clearly a success story.

 

Automated recruiting

Companies who want to get an advantage over their competitors in the hiring process will use recruiting automation technologies. These companies try to complete their goals in a shorter amount of time and with a lower cost of resources, all the while producing better results.

It takes an average of 42 days to fill a post in the United States, according to the findings of the SHRM’s 2017 Human Capital Benchmarking, Report 2. Automating the recruiting process can cut down on hiring times by anywhere from 7 to 15%, which equates to an average of 4.5 days per post.

In addition, traditional methods of hiring have the risk of resulting in hiring bias. Recruiting automation has the ability to assist companies in reducing or eliminating bias in the hiring process. This is accomplished by integrating functions like candidate masking throughout the recruiting process.

Other benefits of automated recruiting

• Interview scheduling
• Applicant tracking systems (ATS)
• Candidate ranking and rediscovery
• Faster time-to-hire
• Enhanced overall efficiency

Whether your team is failing to hit targets or expand the recruiting processes you’ve established, it’s still a promising idea to develop a recruiting automation or augmentation strategy.

You can identify the most effective AI recruiting methods for your team to implement by doing a self-evaluation of existing support, as well as analyzing the number of open job opportunities, the amount of time it takes to acquire new employees, and other constraints.

Frequently asked questions

What is automated recruitment exactly?

Recruiting automation uses AI to automate recruiting operations and workflows to boost recruiter efficiency, reduce time-to-fill, lower cost-per-hire, and improve talent profiles.

What is augmented recruiting exactly?

The term “augmentation” refers to the process of assisting humans in making decisions or completing tasks, as opposed to completely replacing them.

What is the difference between artificial intelligence, augmentation, and automation?

The use of AI in recruiting includes both augmentation and automation of a hiring process. Automation and augmentation do similar things, but the main difference is that augmentation helps with recruitment while automation takes over jobs that take a lot of time.

What is machine learning in recruitment?

Machine learning is a component of AI recruiting that helps with candidate sourcing as well as scoring and ranking. Machine learning may assist businesses in acquiring a better knowledge of who has applied for their vacant positions and in uncovering qualified people who may already be in their applicant tracking system.

What are applicant tracking systems?

Applicant tracking systems manage the interview process for candidates among enhancing other recruiting tasks.

The post Augmentation vs. Automation: Which AI recruiting strategy is better? appeared first on Leoforce.

Over the past few years, robotics has become increasingly prevalent in every industry from manufacturing to agriculture, to healthcare, to recruiting. Although respected economists such as Dr. Erik Brynjolfsson and David Autor have professed that robots are creating jobs rather than eliminating them, about 75 percent of Americans still believe that robots will do the majority of jobs currently done by humans in 50 years.

Suggested reading on automated recruiting: Discover how AI is being leveraged for the recruiting industry

So, before we get into the benefits of Automated Recruiting — that too, typically, powered by AI – let’s first understand what is it.

What is AI in recruitment automation?

Recruitment automation represents innovative technologies that set up workflows automatically for diverse tasks linked to recruitment. These include sourcing candidates, updating spreadsheets, communications, scheduling, and more. It also streamlines assessments which take up a great deal of time. Artificial intelligence is what enables recruitment automation, backed up by scalable machine learning and insights.

AI helps nurture and engage with candidates, while taking care of candidate sourcing, screening, and scheduling. It represents a flexible and personalized option for companies and recruiters. At the same time, it is not a replacement for actual recruiters. In contrast, the goal of automated recruiting software is actually not to cut down on costs by replacing human recruiters. Rather, its purpose is to empower recruiters and enhance the whole recruiting process, for both recruiters and candidates. As is the case in so many other instances, technology in the recruiting industry is only as good as the people who use it.

Suggested Read – Four things to look for in an AI recruiting tool

Now, here are a few of the many benefits of automated recruiting:

Recruitment Automation Benefits

Huge time savings

The most obvious benefit of automated recruiting software is the time recruiters save by automating parts of their process. The average recruiter spends anywhere from 40 to 60 percent of their workday searching for new candidates. By automating the sourcing and initial screening processes, recruiters gain 3 to 5 hours back each day that can be spent engaging with candidates, interviewing applicants, and performing other tasks that require human intelligence. As HR guru Sharlyn Lauby said, “when you automate the right tasks, then it frees up time to do the in-person ones better.”

Don’t we all wish there were more hours in a day? Automated recruiting software grants recruiters this wish.

Smarter process

Lou Adler, CEO of the Adler Group, contends that recruiting technology is about finding the best, rather than weeding out the weak—he calls it the “smartification” of recruiting. Automated recruiting software can be equipped with predictive analytics to understand candidates better and predict which will be successful in a role. In fact, a recent study conducted by the National Bureau of Economic Research suggests that algorithms are capable of making better hiring decisions than humans.

The study observed over 300,000 hires made across 15 companies. The study required the companies to implement hiring assessments created by PeopleMatter that asked candidates a variety of questions about their technical skills, personality, cognitive skills, and fit for the job. In some cases, hiring managers were removed from the process, and hiring decisions were made by an algorithm that based the decision on the test results. In other cases, hiring managers used their discretion to override the algorithm’s suggestion for the position. The result? Retention rates increased by 15 percent when the algorithm made the decision.

Why does it matter? Obviously, higher retention rates are better for the growth and prosperity of your company. But also, it’s estimated that replacing a single employee costs companies an average of six to nine months’ salary, between recruitment efforts, training costs and productivity losses. It looks like the “smartification” of the recruiting process might be well worth investing in.

Knowledge retention

You have one star recruiter at your company. She’s been there for years, understands your company’s unique needs and knows all the best tactics for attracting great candidates. So, what do you do when she leaves your company?

With automated recruiting software, you won’t have to worry. Highly intelligent automated recruiting software utilizes machine learning to recognize your recruiters’ best practices, retain the information and replicate their actions—even if they leave your company. The knowledge retention aspect of automated recruiting software enables all of your recruiters to be as effective as your best recruiter, decreasing the training and ramp-up time required by new recruiters.

Automated recruiting software allows you to retain a goldmine of valuable data. Think about how your recruiting process could be enhanced if you had access to this mine!

Enhanced candidate experience

In our candidate-driven job market, one of the recruiters’ biggest priorities is to provide a stellar candidate experience. But how can recruiters accomplish this, when there are an average 250 resumes submitted for each job opening? The answer, of course, is with automated recruiting software.

Automated recruiting solutions create easy, one-click applications in order to encourage more candidates to apply. The software also has the capability to stay in constant contact with applicants, giving candidates timely updates on their status in the recruiting process. Additionally, automated recruiting software leads to a reduced time-to-hire, another factor that improves overall candidate experience. Providing a VIP candidate experience doesn’t require a ton of effort from the recruiter—try enlisting the help of automated recruiting software to get the job done.

Greater diversity

Using automated recruiting software can lead to greater diversity in your workplace. Because automated recruiting software relies on data, conscious and subconscious human biases are largely eliminated from the recruiting process.

“Every company vets its own way, by schools or companies on résumés,” said Sheeroy Desai, co-founder and CEO of Gild, a recruiting software company. In fact, a recent international survey conducted by Cubiks Consultancy revealed that 80 percent of hiring managers strongly value likeness between the interviewee and themselves. “It can be predictive, but the problem is it is biased. They’re dismissing tons and tons of qualified people,” said Desai.

Suggested resource on diverse workforce: Recruiting Strategies to attract a more diverse candidate pipeline

Hiring people based on their likeness to you will not only create a homogenous workforce but might also diminish your company’s productivity. According to Katherine Phillips, an associate professor of management and organizations at the Kellogg School of Management at Northwestern University, diversity actually enhances group work. “The mere presence of diversity in a group creates awkwardness, and the need to diffuse this tension leads to better group problem solving,” Phillips says. Meanwhile, in groups lacking diversity, members are more likely to blindly agree on everything rather than cause any disturbance in the group dynamic. Diverse groups have been found to complete tasks better than non-diverse groups.

Aiming to achieve diversity in your organization is the ethically right thing to do, and it also enhances your overall company efforts. Diversify your workplace with automated recruiting software.

With all of the great benefits that automated recruiting software and other recruiting technologies have to offer, it is a mistake to ignore their growing popularity. Stay ahead of your competition and land the best talent with the help of automated recruiting software.

Additional benefits of recruitment automation

There are many additional benefits of automated recruiting solutions. These include the following:

• Wider sourcing network – The wider the talent pool to choose from, the better the chance of finding the right candidate. However, sifting through hundreds of aspirants can be tediously time-consuming for any HR manager. Fortunately, you can rely on an AI recruiting tool to do the same — at a much higher speed and scale. It can source quality candidates from among millions across various online job boards and communities.
• Talent pipeline management – With your ATS/CRM integrated with AI-driven recruitment solutions, you get total visibility of the entire candidate pipeline at all times – both internal and external.
• Flexible recruitment drives – With automation, you can either scale up your hiring process as per requirements or squeeze it in case of changing scenarios or requirements. This does not require a disruptive shift as in regular cases.
• Reliable compliance – You can expect proper adherence to all regulatory guidelines and compliance with other protocols with automated solutions for recruitment. This is especially critical for companies or agencies that offer sensitive services like healthcare recruitment.
• Insightful Analytics– Automating the recruitment procedure with an effective AI recruiting tool, for instance, will give you trackable insights, data on candidates, campaign data, and more. You can leverage them to stay a step ahead in building even effective recruitment processes with time.

How to identify recruitment automation opportunities?

You have the tool for recruitment automation and understand its benefits as well, but the process of implementation should always start with identifying which task needs to be automated in the first place. List down all the steps or activities your recruitment team does, then ask yourself the following question for each of them:

• Is repetitive and involves a high amount of manual effort?
• Is prone to human or manual errors?
• Is there a set of defined rules and mechanisms behind it?
• Is it a stable task that will not change immediately in the near future?
• Is there a simple safety valve in place to tackle mistakes?

Suggested resource on HR methodology: How to build HR flexibility and resilience post-COVID

What are the recruitment tasks that can be automated?

Once you have an idea about which task needs to be automated (and which should be better managed by HR managers), you can make your call of automation basis your access and features of your AI recruiting software.

Some of the common tasks that many HR managers prefer to automate include:

• Pre-screening and segregation of candidates into buckets based on various parameters
• Automating questionnaires and candidate assessments
• Automating candidate communication through emails/messages at various stages
• Automating reminders and follow-ups
• Automating scheduling, rescheduling, and follow-ups for interviews and meetings

As you might have noticed, while tasks of communication, file sorting, and similar can be achieved with regular automated recruiting software but when it comes to tasks that involve decision-making, especially candidate screening, it’s more in the court of AI to handle it.

What are the benefits of automated candidate screening?

There salient advantages of automated candidate screening are:

• Better recruitment workload organization
• Enhanced recruitment productivity
• Avoiding biases and adhering to DEI goals
• Scaling up recruitment as per requirements

The biggest contribution of automated candidate screening is that it lowers the team’s time on various procedures that are otherwise repetitive and time-consuming while ensuring lower scope for human errors.

Conclusion

AI-based recruitment solves several issues for HR managers at every stage of the recruitment process. It ensures a wider sourcing pool for candidates, along with automated communication and engagement. At the same time, it is customizable to reflect DEI goals and other organizational objectives. Simultaneously, it also covers candidate nurturing and scheduling of appointments/interviews, thereby saving time and costs greatly. AI recruitment tools are witnessing rapid adoption worldwide and should play a pivotal role in helping companies find the best talent while enjoying time and cost savings alongside.

FAQs

Can recruitment be automated?

Yes, recruiting can be automated with the right solutions and tools. You can streamline and manage the entire procedure of sourcing, communicating with, scheduling, and assessing candidates. This saves time and money for companies.

How many companies use AI recruiting?

Several studies have indicated that 99% of Fortune 500 companies use AI recruiting tools. The figure will only be bound to increase in the future.

Which company uses AI in recruitment?

Several companies are using AI in the recruitment procedure, including PwC, Vodafone, Unilever, Oracle, Starbucks, Audible, Hilton, and L’Oreal, to name a few.

Will AI replace recruiters?

AI is not a replacement for recruiters. It helps automate particular tasks which are repetitive and time-consuming, freeing up recruiters to focus on more crucial activities. AI helps recruiters enhance candidate experience while making the entire recruitment process more efficient at the same time.

What is AI screening?

AI-based screening revolves around the automated screening of resumes and profiles through artificial intelligence on the databases of recruiters/organizations. The software intelligently screens and filters candidates on the basis of specific parameters.

Resources

• https://www.inc.com/adam-vaccaro/the-future-of-recruiting-automation.html
• https://www.theatlantic.com/technology/archive/2016/03/humans-robots-future/472749/
• https://www.huffingtonpost.com/entry/robots-jobs-economist-erik-brynjolfsson-video_us_56f954cbe4b0143a9b48af6b
• https://blogs.wsj.com/economics/2015/02/25/be-calm-robots-arent-about-to-take-your-job-mit-economist-says/
• https://mashable.com/2016/03/10/robots-are-coming-to-take-our-jobs-just-not-my-job/#SB_qxlabmqqz

The post Top 5 Benefits of Recruitment Automation and How AI Makes it Even Better! appeared first on Leoforce.

What are hidden workers?

Hidden workers are unemployed or underemployed individuals who are eager to work. Or if they are working, to increase their hours, skills, and opportunities. They are referred to as “hidden” not because they’re hiding, but because inefficient and biased recruiting practices are hiding these people from view. 

Workers are hiding in plain sight. The fact that hidden talent populations aren’t getting hired at a greater rate is a case of companies being blinded by antiquated practices and artificial intelligence (AI) system bias – not so much the individuals being hard to find.

The backgrounds of hidden workers

The authors of Hidden Workers: Untapped Talent found that hidden workers come from very diverse backgrounds, including:

• Caregivers
• Veterans
• Immigrants and refugees
• The physically disabled
• Partners of relocated workers
• People with mental health or neurodiversity challenges
• People from less-advantaged populations
• Previously incarcerated individuals
• People without traditional qualifications

Of course, these categories aren’t mutually exclusive. For instance, people from less-advantaged populations may not have traditional qualifications. And veterans may have mental health challenges or physical disabilities.

Suggested resource for talent sourcing: How you can uncover opportunities in the new talent landscape

Overcoming the talent shortage

In bygone employer-driven labor markets where unemployment was high, qualified candidates were plentiful. Jobs were few and far between, and employers didn’t necessarily feel the need to consider hidden talent pools.

But in today’s candidate-driven market, we’re experiencing a significant talent shortage as a result of several factors, including (but not limited to) COVID-19, the Great Resignation, the Great Retirement, and declining birth rates. We’re not replacing workers as fast as we’re losing them.

Due to this talent shortage and the recent emphasis on diversity, equity, and inclusion (DEI) hiring initiatives, it’s time to rethink your recruiting practices to attract hidden workers who have a lot to offer their employers. 

In the words of Henry Ford, “If you always do what you’ve always done, you’ll always get what you’ve always got.” Isn’t the point of business and life to grow, adapt, and develop? Changing your procedures, processes, and systems is one way to do this.

5 benefits of recruiting neurodivergent candidates in tech fields

There are plenty of benefits for your organization to recruiting neurodiverse job candidates. Tech companies, in particular, have found that hiring neurodivergent hidden talent not only helps fill their empty offices but also offers them a competitive edge in the marketplace. 

By focusing on skills rather than surface qualifications, you can be part of improving your organization’s productivity, retention, and bottom line. Here are five benefits.

Your vacancies will be filled

Technology and science jobs in the United States already outnumbered qualified candidates by almost three million back in 2016. By 2030, experts predict a global shortage of more than 85 million tech workers. 

An estimated one out of seven people have a neurodivergent condition. Consider the current adult population of the United States is around 258 million and that neurodivergent unemployment rates run as high as 80%. You’re looking at a possible 30 million people with neurological differences who could potentially fill tech roles. 

We can’t assume all 30 million of them would want or qualify for tech jobs, of course. But many neurodiverse individuals are uniquely suited for the tech industry.

Your team becomes more focused

According to tech expert and diversity champion Perrine Farque, neurodivergent employees have a knack for maintaining concentration over longer periods of time than their neurotypical counterparts. 

These individuals also tend to outperform neurotypical people on repetitive tasks, making them ideal candidates for jobs in fields like software QA, image analysis, or cybersecurity.

Information is processed better

Research has found that neurodiverse individuals process information better and is adept at perceiving essential information. They’re also particularly gifted at pattern recognition and spotting irregularities.

See higher productivity and fewer errors

Professionals in the JPMorgan Chase Autism at Work initiative, perhaps due to their eye for detail and superior ability to concentrate, make fewer errors than those outside the initiative. These individuals are also 90-140% more productive than neurotypical employees.

See better retention rates

Did you know that SAP, JPMorgan Chase, Microsoft, and EY have the four largest autism hiring programs? They all have retention rates over 90% higher than their competitors. 

Perhaps these high numbers are in part due to the ability of neurodivergent individuals to focus and stick to a task. These workers also may enjoy more job satisfaction because of the unfortunate and unfair difficulties they’ve traditionally encountered.

How to find neurodivergent hidden workers

Remember, hidden workers aren’t hiding – you just can’t see them. The most important step you can take is to determine the culprits within your policies and processes that are keeping them hidden from view. Simple changes could be all that’s needed to uncover these hidden gems and make the hiring process more comfortable for them.

Suggested resource for neurodivergent hiring: Neurodivergent talent: the new frontier in diversity hiring

Disable AI recruiting bias

Many companies rely on AI sourcing solutions to keep them from having to manually sift through stacks of resumes. These solutions save time, but you may have unintentionally created an AI hiring bias. 

Look at the parameters you’ve built into your AI that might discourage or disqualify neurodiverse applicants. Is your applicant tracking system (ATS) configured to weed out candidates who don’t fit a specific profile? Are you placing too much emphasis on degrees, certifications, experience, titles, or consistent employment? Note the measurable skills and abilities you’re looking for and find a way to change your filters to be based on those.

Adjust your hiring practices

What makes a good candidate? A firm handshake, eye contact, and an easy manner always doesn’t always translate to the best job performance. Similarly, a resume doesn’t always tell the whole story. 

When you’re open-minded about hiring neurodiverse applicants, you may need to adjust your application questions and interview practices. Pinpoint the attributes and aptitudes that really matter, and then adjust your expectations.

Use non-threatening language

We see this all the time. If your job description indicates you’re seeking a “team player” who is great with “interpersonal relationships,” and has great “people skills,” you may be scaring off neurodiverse candidates who are completely capable but are uncomfortable in some social contexts. Zero in on what you really need and be specific when describing job requirements.

Ready to get the competitive edge?

Diversity initiatives are no longer a “nice to have” – they’re a must for companies of all sizes.

Suggested reading on diversity hiring: Blueprint to drive DEI hiring in the workplace

At Leoforce, we recognize the need for your organizations to make data-backed hiring decisions and limit biases in your recruiting processes. Our AI recruiting platform, Leoforce, continues to get smarter over time, minimizing human bias and gut-feel reactions while accelerating diversity initiatives.

Request a personal demo of Leoforce Quantum to unlock the universe of talent and optimize your recruiting efficiency with data-driven AI.

Resources

• https://hbr.org/2020/12/how-businesses-can-find-hidden-workers
• https://www.investopedia.com/the-great-resignation-5199074
• https://www.ft.com/content/ea9ca374-6780-11ea-800d-da70cff6e4d3
• https://www.ey.com/en_gl/forensic-integrity-services/how-to-get-the-benefits-of-a-neurodiverse-workforce
• https://www.linkedin.com/pulse/why-neurodivergent-talents-competitive-advantage-tech-perrine/
• https://www.texthelp.com/resources/blog/12-neurodiversity-strengths-that-come-from-thinking-differently/
• https://www.imf.org/external/pubs/ft/fandd/2019/03/global-competition-for-technology-workers-costa.htm

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