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. 

The post AI Bias in Hiring: What Talent Leaders Must Know to Stay Compliant in 2025 appeared first on Leoforce.

According to recent statistics on Statista.com, 56% of organizations surveyed struggled with tight talent pools in 2023, while 21% are still dealing with the lingering impact of COVID-19 on the labor market. Additionally, 16% of businesses surveyed acknowledged the pressing need to adopt digital transformation in their recruitment processes.

These statistics highlight the critical importance of leveraging innovative HR recruiting tools to navigate recruitment challenges effectively. By leveraging the power of AI-based automation tools for HR recruiting, organizations can streamline their hiring processes, enhance hiring efficiency, and gain a competitive edge in the talent market.

These tools offer invaluable features such as candidate sourcing algorithms, automated resume screening, and predictive analytics, enabling recruiters to identify and engage with top talent more effectively than ever before. Let’s explore the transformative potential of recruiting tools across various facets of the hiring process, from candidate sourcing to interview scheduling.

What are recruiting tools?

Recruitment tools encompass a diverse array of technologies and software solutions aimed at improving the efficiency and effectiveness of the recruitment process. These tools automate repetitive tasks, provide insights through data analytics, and facilitate communication between recruiters and candidates.

Why are recruitment tools important: Benefits of using recruiting tools

The strategic utilization of recruitment tools offers a multitude of benefits for organizations seeking to optimize their talent acquisition processes. From improved hiring process efficiency and recruitment cost reduction to enhanced candidate experience and quality improvement of candidates, these recruitment tools empower organizations to attract, assess, and onboard top talent more effectively.

Improved Hiring Process Efficiency

Recruitment tools play a crucial role in enhancing the efficiency of the hiring process by automating time-consuming tasks and streamlining workflows. By leveraging features such as automated resume screening, candidate sourcing algorithms, and interview scheduling software, recruiters can significantly reduce the time and effort required to identify, evaluate, and onboard top talent.

This increased efficiency enables organizations to fill vacant positions more quickly, ensuring continuity in operations and minimizing disruptions.

Recruitment Cost Reduction

One of the most significant advantages of using recruitment tools is the potential for recruitment cost reduction throughout the hiring process. By automating manual tasks and optimizing recruitment workflows, organizations can lower their overall recruitment expenses, including expenses associated with job postings, candidate sourcing, and administrative overhead.

Additionally, the ability to identify high-quality candidates more efficiently can reduce the need for costly recruitment agencies and external hiring resources, further lowering recruitment costs over time. Leoforce by Leoforce uses 7 multi-dimensions and 300 attributes to score and rank talent, reducing shortlisting time by 50% and thereby significantly reducing cost of recruitment.

Enhancement of Candidate Experience

Recruitment tools also contribute to enhancing candidate experience, which is essential for attracting and retaining top talent. By providing a seamless and user-friendly application process, candidates are more likely to have a positive perception of the organization.

Leoforce by Leoforce can simplify end to end candidate communication with a single user dashboard that facilitates all kinds of candidate communication using a variety of communication formats.

Quality Improvement of Candidates

Furthermore, recruitment tools enable organizations to identify and engage with high-quality candidates more effectively. By leveraging AI-driven algorithms and data analytics, recruiters can assess candidate qualifications, skills, and cultural fit more accurately, leading to better hiring decisions and improved long-term employee performance.

Leoforce by Leoforce helps recruiters identify the most effective sourcing parameters around key elements like talent cluster, skill set distribution, compensation and even likelihood of success in a job to shortlist the best of talent.

Types of recruitment tools to enhance the hiring process

Recruitment tools encompass a diverse array of technologies tailored to various stages of the recruitment cycle, from sourcing and screening to engagement and onboarding, streamlining the process and enhancing hiring outcomes.

Recruitment automation platforms

Recruitment automation platforms are essential in modern hiring practices, offering automated hiring solutions that streamline workflows and boost efficiency. These platforms revolutionize talent acquisition by automating tasks such as candidate sourcing, resume screening, and interview scheduling.

With AI-powered tools enhancing candidate engagement, recruiters can focus on strategic aspects while benefiting from valuable insights. Leoforce by Leoforce stands out among these platforms, leveraging advanced AI technology to deliver efficient and effective recruitment solutions tailored to the unique needs of organizations.

Recruitment CRM software

Recruitment CRM software empowers recruiters to cultivate relationships with candidates throughout the recruitment life cycle, enhancing talent, relationship management (TRM) and enabling strategic candidate engagement strategies

Key features include:

Proactive candidate engagement

Facilitates personalized communication and timely follow-ups to foster strong candidate relationships.

Streamlined communication workflows

Provides email templates, scheduling tools, and automated reminders for efficient candidate communication, enhancing CRM for recruiters.

Centralized candidate database

Offers a centralized repository for candidate information, ensuring easy access and organization of candidate data, crucial for effective TRM.

Candidate assessment tool

From skills assessment software to pre-employment testing tools, candidate assessment tools provide recruiters with the means to delve deeper into candidates’ capabilities and potential contributions to the organization. By administering online tests, recruiters can gauge candidates’ proficiency in key areas relevant to the role, ensuring alignment between job requirements and candidate skill sets.

Moreover, these tools facilitate candidate evaluation through video interviews and personality assessments, offering valuable insights into candidates’ communication styles, problem-solving abilities, and cultural fit within the organization. By leveraging such comprehensive assessment methods, recruiters can identify candidates who not only possess the requisite skills but also align with the company’s values and objectives.

Video interviewing software

Video interviewing software has emerged as a cornerstone of modern recruitment strategies, offering numerous advantages in the current hiring landscape. These platforms facilitate seamless remote interviewing, enabling recruiters to connect with candidates regardless of geographical constraints. By leveraging virtual interview platforms, recruiters can conduct both live and pre-recorded interviews, providing flexibility and convenience for both parties involved in the hiring process.

Key features of video interviewing software include:

Remote interviewing technology

Enables recruiters to conduct interviews with candidates located anywhere in the world, eliminating the need for costly and time-consuming travel.

Virtual interview platforms

Provide a user-friendly interface for scheduling, conducting, and recording interviews, streamlining the entire interview process.

Live and pre-recorded interviews

Offer flexibility for recruiters and candidates, allowing for real-time interactions or asynchronous interviews based on their preferences and availability.

Candidate onboarding software

Candidate onboarding software plays a pivotal role in ensuring a smooth transition for new hires, setting the stage for long-term success within the organization. By streamlining the onboarding process, these solutions enhance efficiency and effectiveness while fostering a positive experience for new employees.

Key features of candidate onboarding software include:

Employee onboarding solutions

Offer comprehensive tools and resources to guide new hires through the onboarding process, including digital forms, training modules, and welcome materials.

Digital onboarding processes

Replace traditional paper-based onboarding with digital workflows, allowing for seamless completion of paperwork and documentation online.

Onboarding automation

Automate repetitive tasks such as form submissions, document verification, and task assignments, reducing administrative burden and ensuring consistency across the onboarding process.

ATS (application tracking system)

An Application Tracking System (ATS) serves as a cornerstone in modern recruitment processes, offering indispensable features for managing applications and tracking candidates throughout the hiring journey. These systems streamline the recruitment workflow, centralizing candidate data, and facilitating seamless communication among hiring teams.

Key features of ATS include:

Application management systems

Enable recruiters to efficiently manage job applications, including resume parsing, application status tracking, and candidate communication.

ATS features

Provide a range of functionalities such as job posting management, candidate database organization, and recruitment analytics to optimize the hiring process.

Candidate tracking technology

Allows recruiters to monitor candidates’ progress through various stages of the recruitment pipeline, ensuring timely follow-up and engagement.

Job description and candidate feedback tools for recruiters

Clear and compelling job descriptions serve as the cornerstone of effective recruitment strategies, capturing the essence of a role and attracting qualified candidates. By optimizing job descriptions, recruiters can ensure that job postings resonate with the desired audience, effectively communicate the responsibilities and expectations associated with the position, and differentiate their organization in a competitive talent market. Job description optimisation tools provide valuable insights and guidance, enabling recruiters to tailor job postings for maximum impact and relevance.

In addition to crafting captivating job descriptions, soliciting feedback from candidates is crucial for fostering transparency, trust, and engagement throughout the recruitment process. Candidate feedback software empowers recruiters to gather insights and perceptions directly from candidates, whether it’s about the application process, interview experience, or overall recruitment journey. By leveraging feedback tools, recruiters can identify areas for improvement, address concerns, and enhance communication, ultimately strengthening relationships with candidates and reinforcing the employer brand.

Recruitment marketing platforms

By leveraging recruitment marketing strategies, organizations can elevate their employer brand, effectively communicating their values, culture, and opportunities to prospective candidates. Through targeted job marketing campaigns, recruiters can reach a wider audience across various channels, including social media, job boards, and niche platforms, maximizing visibility and candidate attraction.

Furthermore, recruitment marketing platforms offer robust analytics capabilities, allowing recruiters to measure the effectiveness of their campaigns, track candidate engagement metrics, and optimize their recruitment strategies based on data-driven insights. By harnessing candidate attraction technology and employer brand enhancement features, organizations can differentiate themselves in a competitive talent market, attract top talent, and build a pipeline of qualified candidates for current and future roles.

Diversity and inclusion tools

Diversity and inclusion are integral components of a modern workplace, fostering innovation, creativity, and organizational success. In today’s diverse society, promoting inclusive hiring practices is paramount, and diversity and inclusion tools play a crucial role in achieving this goal.

These tools are designed to mitigate unconscious bias in hiring processes, ensuring fairness and equity throughout the recruitment lifecycle. By incorporating features such as bias-free job descriptions, diverse candidate sourcing capabilities, and reporting on diversity metrics, organizations can create more inclusive and representative workforces.

Leoforce by Leoforce offers a built-in diversity indicator helping to eliminate or significantly reduce unconscious bias in recruitment. By leveraging inclusive recruitment solutions and bias reduction features, organizations can foster a culture of diversity and inclusion, attract top talent from diverse backgrounds, and drive positive change within their organizations and beyond.

Employee referral software

Employee referral software streamlines the referral process, making it easier for employees to recommend qualified candidates and for recruiters to track and manage referrals effectively. By implementing employee referral programs supported by referral tracking systems, organizations can increase their referral hires, tap into diverse talent pools, and accelerate the recruitment process.

Employee referral programs offer numerous benefits for organizations:

• Increased Quality of Hires: Referral candidates are often well-vetted by employees, resulting in higher-quality hires who are a better fit for the organization.
• Faster Time-to-Hire: Referrals typically move through the hiring process more quickly, reducing time-to-fill and ensuring critical positions are filled promptly.
• Cost Savings: Employee referrals are a cost-effective recruitment strategy, requiring fewer resources for sourcing and attracting candidates compared to traditional methods.
• Enhanced Employee Engagement: Involving employees in the recruitment process through referrals fosters a sense of ownership and engagement within the organization.

Mobile recruiting applications

Mobile recruiting applications have become increasingly vital in today’s fast-paced recruiting environment, catering to the growing trend of mobile-first job seekers. These applications empower recruiters and candidates alike with convenient and accessible tools tailored for on-the-go hiring needs. Key features of mobile recruiting apps include seamless job posting capabilities, real-time candidate communication channels, and intuitive interview scheduling functionalities.

By leveraging mobile recruitment strategies, organizations can reach and engage with candidates wherever they are, ensuring a seamless and efficient recruitment experience. With on-the-go hiring solutions, recruiters can optimize their recruitment efforts and stay competitive in attracting top talent. Additionally, mobile application tracking systems enable recruiters to manage the entire hiring process from their mobile devices, streamlining workflows and enhancing productivity.

Recruitment data analytics and reporting tools

Recruitment data analytics and reporting tools are essential components of modern recruitment strategies, enabling organizations to harness the power of data for informed decision-making and process improvement. In today’s competitive recruitment landscape, the need for data-driven insights has never been more critical, with analytics tools offering valuable capabilities to uncover trends, identify bottlenecks, and optimize recruitment processes.

Key features of these tools include:

• Custom reports tailored to specific metrics and KPIs
• Performance tracking across various stages of the hiring funnel
• In-depth analytics capabilities for measuring recruitment effectiveness

By leveraging recruitment analytics software, organizations can gain actionable insights into hiring metrics, such as time-to-fill, cost-per-hire, and candidate quality, allowing them to refine their recruitment strategies and drive continuous improvement. With a focus on hiring metrics analysis and recruitment process optimization, these tools empower recruiters to make data-driven decisions that lead to more efficient and successful hiring outcomes.

Talent pools and candidate relationship management

Talent pools and candidate relationship management (CRM) tools play a pivotal role in talent acquisition, enabling recruiters to build and nurture a reserve of potential candidates for future opportunities. These tools offer a centralized platform for storing candidate data, facilitating ongoing engagement, and fostering long-term relationships with top talent.

By leveraging talent pool management and CRM for talent acquisition, recruiters can proactively source candidates, tailor communication based on candidate preferences, and maintain a pipeline of qualified candidates to fill future roles efficiently.

Compliance and risk management tools

Compliance and risk management tools are essential components of recruitment processes, ensuring adherence to legal and regulatory requirements throughout the hiring journey. These tools offer automated compliance checks, risk assessment functionalities, and robust reporting tools to mitigate risks and maintain regulatory compliance in recruitment.

By using recruitment compliance solutions and hiring risk management tools, organizations can minimize legal liabilities, safeguard sensitive candidate data, and uphold ethical standards in their recruitment practices.

Skills development and training tools for recruiters

Continuous learning and development are imperative for recruitment professionals to remain competitive in the ever-evolving landscape of talent acquisition. Platforms offering training programs tailored to the needs of hiring teams empower recruiters to enhance their skills in the latest recruitment technologies and methodologies. These programs provide valuable insights and resources to recruiters, enabling them to optimize their strategies and achieve better hiring outcomes.

Recruiter training programs offer a structured approach to skill development, providing comprehensive resources and practical insights into the latest trends and best practices in recruitment. By participating in these programs, recruiters can deepen their understanding of cutting-edge recruitment technologies, refine their sourcing and screening techniques, and enhance their ability to attract and engage top talent.

Conclusion: Measuring Results and Enhancing Candidate Experience

As we conclude our exploration of recruiting tools and their impact on talent acquisition, it is crucial to emphasize the importance of measuring results and enhancing the candidate experience.

Recruitment Analytics

By leveraging recruitment analytics, recruiters can gain valuable insights into the effectiveness of their tools and strategies. Leoforce’s data-driven approach empowers recruiters to measure key metrics such as time-to-fill, candidate quality, and diversity metrics, enabling them to make data-driven decisions and continuously improve their recruitment efforts.

Candidate Journey

Focusing on the candidate journey is necessary for attracting top talent, enhancing employer brand perception, and driving hiring success. Leoforce prioritizes the candidate experience, offering features such as candidate engagement and personalized communication to ensure a positive and seamless journey from application to hire.

Hiring Success Measurement

Ultimately, the success of recruiting tools is measured by their impact on hiring success. Leoforce’s advanced candidate matching capabilities, coupled with its commitment to diversity and bias elimination, contribute to hiring success by efficiently connecting recruiters with the best-fit talent.

Recruiting tools play a pivotal role in modern talent acquisition, offering recruiters the tools and insights needed to navigate recruitment challenges, optimize processes, and drive hiring success. By prioritizing recruitment analytics, candidate journey, and hiring success measurement, recruiters can leverage tools like Leoforce by Leoforce to achieve their recruitment goals and build high-performing teams in today’s competitive talent market.

Introducing Leoforce by Leoforce

Leoforce by Leoforce has the capability to supercharge an organisation’s ATS by shortening candidate shortlisting time by 50%, significantly widening the talent pool and ensuring efficient and effective candidate matching.

AI-Powered Automation

Leoforce leverages advanced AI technology to automate repetitive tasks and streamline the recruitment process, saving time and increasing efficiency.

Advanced Candidate Matching

Leoforce’s sophisticated algorithms match jobs with relevant candidates more accurately, ensuring recruiters connect with the best-fit talent quickly and effectively.

Diversity and Bias Elimination

With built-in diversity indicators, Leoforce promotes diversity and inclusion by delivering diverse candidates while eliminating unconscious bias in the recruitment process.

Candidate Engagement

Leoforce’s candidate engagement feature simplifies communication with candidates through one interface, utilizing chatbot automation and personalized messaging to enhance candidate experience.

Single, Deduplicated, Scored Pipeline

With Leoforce’s data-driven recruiting software, recruiters gain access to a single, deduplicated, scored pipeline from their ATS, job board accounts, and Leoforce’s proprietary pool of 850 million+ candidates, ensuring efficient and effective candidate management.

The post Discover the Best Recruiting Tools for Talent Acquisition appeared first on Leoforce.

What was Amazon’s AI recruiting tool?

It goes without saying that along with increased digital transformation efforts, the Covid 19 pandemic has significantly impacted and driven the recruitment process exponentially. This has consequently led to an obvious reliance on automation for supporting the mammoth task of hiring effectively and efficiently. But let’s back up a bit.

Amazon’s AI tool was launched in 2014. Its fundamental task was ranking job candidates from one to five stars in order to quickly identify top talent and stow away the rest. To achieve this objective, the tool created approximately 500 computer models that would crawl through past candidates’ resumés and pick up on about 50,000 key attributes or terms that showed up in the resumés. The model focused on specific job functions and locations with the engineers training the AI system by inputting the top performing employees’ resumés as models for what they sought after in new hires. This machine learning then matched all future resumes against the past inputted ones from the last ten years.

While on paper and in theory all this sounded great, the effort and tech machinery failed and that makes for an interesting case study.

Here are some key lessons highlighting the pitfalls from the Amazon AI recruitment tool:

Lacked reliance in screening candidates

While an AI enabled tool can be reliable in reading and screening resumes, any difference in pattern of resume formats, verbatim used and fonts, makes it difficult for the system to understand.

Additionally, the system exhibits a high probability of rejecting candidates because they don’t meet all criteria of the job description, even if their experience or skill set greatly overcompensates for the lack of a certain qualification. This leads to unoptimized resumes being ignored even if they come from great candidates. Case in point, in Amazon’s case, the tool was trained on resumes submitted over the course of ten years, which were predominantly from men. As a result, the system learned to favor resumes that contained the words and phrases commonly used by men only.

Inability to make future decisions based on past reads

The data output is as good as its input, which means that the problem was in the recency of the data. Amazon used the intelligence of the last 10 years to predict the future outcomes which in this case was a selection of candidates based on the prior understanding of high performing resumes, wherein there was a smaller pool of women candidates. The tool was unable to account for macro factors with respect to the changing times of the recruitment industry, for example policy changes, hiring trends, increasing emphasis on diversity and inclusion etc.

Owing to a smaller pool of women applicants in the past data, the algorithm failed to discriminate between acceptable and unacceptable women candidates. Given this, the algorithms ended up tagging more men candidates as acceptable.

Impersonal nature of AI

AI chatbots can answer most questions and do so quicker than human recruiters. However, often automation can bring with it the frustration of standardized responses, leading to a poor recruitment processing journey. Close to 80% of job seekers prefer human interaction to an exchange with a bot as machines have trouble processing human emotions and slang terms too.

While there is no doubt that automation and AI have transformed many aspects of the recruitment process, it is also true that human interactions remain imperative through the hiring process especially while shortlisting candidates based on their curriculum vitae. There are quite a few arguments justifying human interventions over bots through the recruitment process:

• • Personalization: A human recruiter can cut through the biases and offer a more personalized and empathetic experience by customizing the approach differently for every candidate. Something extremely critical in a professional setup. The journey and window into the culture of an organization for a prospective candidate starts from their recruitment process, thereby making it critical for HR representatives to focus on making the experience seamless.
  • Engagement: Human interactions are any day more engaging and interactive than a chatbot. For example, of the top issues quoted by prospective applicants while applying for a job on a company portal; 25% quoted the experience of filling an initial applicant form as a tedious exercise. Many employers now use applicant tracking systems to filter the influx of applications before a human sees it. Not only does it make it a lengthy process for the candidate but often comes at the cost and assumption of resumes not getting noticed, again a possible peril of AI.
  • Trust: Candidates feel more comfortable knowing that a human is reviewing their application and making decisions based on their qualifications and experience.

Inability to measure intangibles in most cases

Artificial intelligence is great for processing measurable data like years of experience and education level. However, it struggles with the qualitative attributes of an applicant like personality, soft skills, and potential cultural fit within the organization. Unless there is access to data on things like cognitive aptitude and personality tests to inform the AI system, recruiters can lose the opportunity of finding great talent.

Lessons from Amazon’s case

Machine learning and human intelligence is a power packed combination. Machines are trained by humans, and the Amazon case study is a clear-cut representation of why many tech experts voice the flaw that rather than remove human biases from important decisions, artificial intelligence often simply automates them. Idea is to use the data with an additional lens of manual intervention to identify biases, action on various changes to drive diversity and inclusivity.

Over to you

While AI recruitment tools pose multiple advantages which include screening large volumes of resumes and job applications quickly, saving recruiters time and resources; with every day learning and feedback, AI, the developers, and the recruitment industry can get better at understanding the issues and explore the needs of the entire recruitment process. It is important to test, iterate and proof check every initiative that can act as a safety net, and avoid the chance of being unjust or discriminating.

Considering the substantial positive impact AI can have on our world when used right and just, it’s equally important that companies are supported in their development of it.

The post What can Amazon’s AI recruiting tool teach us about reliance on automation? appeared first on Leoforce.

Wage stagnation, rising cost of living, limited opportunities for career advancement, hostile and toxic work environments, lack of benefits, inflexible work policies, and long-prevailing job dissatisfaction were some of the many reasons why numerous professionals decided it was best to quit their jobs and explore newer and different roles in their careers. And the industries that were hit the hardest by this were hospitality, education, and healthcare.

In the backdrop of this new trend and the ever-changing economic environment, recruiting, mentoring, and retaining highly-skilled and quality talent has been an enormous challenge. From change in the expectations of the new worker to the shift towards fulfillment of qualitative goals like appreciation, acknowledgment, greater work-life balance, etc. more and more companies are taking a fresh look at how they attract, recruit, onboard and retain their most important assets: the talented workers who will bring their organizations to new levels of success.

According to SHRM, around 88% of companies globally already use artificial intelligence or AI in some way of HR operations. AI has been proving itself as a valuable resource when it comes to recruitment by providing benefits like efficiency, personalization, and data-informed decision making. Not only has AI reformed the relationship between tech and people, it has also revolutionized the role of HR when attracting, engaging, retaining talent.

AI in Recruitment

Recruitment is a time-consuming and labor-intensive task. A task that can be made much easier and smoother with the help of AI. Across the globe recruitment agencies and HR departments have been employing machine learning to automate various aspects of the recruitment process, from identifying prospective candidates, completing pre-employment assessments, filtering out unsuitable candidates, to efficiently saving time and resources for everyone involved in the recruitment process. AI makes it possible for hiring managers to focus of the more important aspects of recruitment, such as scouting potential candidates or conducting interviews.

Importance of AI in Recruitment

AI-driven HR technology improves efficiency through automation of tedious tasks thereby allowing recruitment teams to concentrate more on strategic, bigger-picture goals. AI has had a significant impact on recruiting software, revolutionizing various aspects of the recruitment process.

Resume Screening

AI-powered algorithms analyze resumes and job applications, automatically screening and shortlisting candidates based on predefined criteria. This saves time and effort for recruiters by efficiently filtering through large volumes of applications.

Candidate Sourcing

AI can identify potential candidates by scouring online platforms, social media profiles, and other sources. AI-powered recruiting software can search for specific keywords, skills, and qualifications, enabling recruiters to find suitable candidates more quickly.

Automated Interviews

AI has facilitated the use of automated interviewing tools, such as chatbots and video interviews. These tools can conduct initial screening interviews, ask predefined questions, and evaluate candidates’ responses based on predetermined criteria. This streamlines the early stages of the interview process and enables recruiters to focus on more in-depth assessments.

Predictive analytics

AI algorithms are capable of analyzing large amounts of data to identify patterns and make predictions about candidate performance and job fit. By analyzing past hiring outcomes, AI-powered recruiting software help predict a candidate’s likelihood of success in a particular role, aiding recruiters in making data-driven decisions.

Improved Candidate Experience

AI has allowed for the development of personalized and interactive experiences for candidates. Chatbots can answer frequently asked questions, provide updates on application status, and guide candidates through the application process. This improves engagement, reduces response times, and enhances the overall candidate experience.

In addition to the above, AI-driven HR technology has jumped leaps and bounds over traditional methods of recruiting.

Time and Cost Efficient

AI-powered recruiting software automates many time-consuming tasks, such as resume screening and candidate sourcing. This significantly reduces the time and effort required by recruiters, allowing them to focus on more strategic activities. Additionally, AI reduces the need for manual data entry, paperwork, and physical storage, resulting in cost savings for organizations.

Enhanced Efficiency and Accuracy

AI algorithms can process and analyze large volumes of data quickly and accurately. They can screen resumes, identify relevant candidates, and match them to job requirements more efficiently than manual methods. This improves the quality of candidate shortlisting and reduces the chances of overlooking qualified candidates.

Objective decision-making

AI algorithms make decisions based on predefined criteria and data analysis, reducing the influence of unconscious biases that can affect human decision-making. This promotes fair and objective candidate evaluation, ensuring that candidates are assessed solely on their qualifications and abilities.

Data-driven Insights

AI-powered recruiting software generates valuable insights from recruitment data, such as candidate performance, hiring outcomes, and process efficiency. Recruiters can leverage these insights to make informed decisions, optimize recruitment strategies, and identify areas for improvement. Data-driven approaches enable organizations to continuously refine their recruitment processes and make better hiring decisions.

Suggested Read – Talent Intelligence + AI Tools: Redefining Healthcare Recruiting

Scalability

AI-powered recruiting software can handle large volumes of applications and candidates without compromising quality. It can efficiently process and manage diverse candidate profiles, ensuring that organizations can scale their recruitment efforts as needed, particularly during high-demand periods.

Future of AI in Recruitment

The future of recruitment globally is increasingly looking AI. It has already transformed the recruiting software landscape, making the process more efficient, objective, and candidate-focused. The future holds even more potential for AI to drive innovation and improve various aspects of recruitment like –

Enhanced Matching Algorithms

AI algorithms will continue to evolve, improving their ability to match candidates with job requirements more accurately. This will result in better candidate-job fit and increased efficiency in the hiring process.

Bias Mitigation

Efforts are being made to mitigate biases in recruiting processes, and AI can play a crucial role in this area. By training AI models on diverse and unbiased datasets and implementing transparency measures, recruiting software can help reduce unconscious biases and promote diversity and inclusion.

Skill Assessment

AI can further assist in evaluating candidates’ skills through automated assessments and simulations. This allows recruiters to gain more accurate insights into candidates’ abilities and potential, enabling better-informed hiring decisions.

Conclusion

If you get AI right, it will blend into the background and be there for support. But it’s also important to note that AI should only be considered as an assistant or advisor to recruiters — it does not replace the need for human interaction during the recruitment process. It would be best recruiters consider AI-driven HR technology as guardrails and not as the rules.

Resources

• https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/employers-embrace-artificial-intelligence-for-hr.aspx

The post Artificial Intelligence: The Future of Effective Manpower Recruiting appeared first on Leoforce.

LinkedIn Boolean search is much like a typical boolean search string that can perform complex yet focused filtering of data (in this case, candidates) from an extensive directory (i.e., the talent pool in your industry). It can even expedite your search for passive candidates.

So, wondering how to use Boolean Search on LinkedIn? Where can you use it? And with what can it help? This is what we touch upon in this article. We’ll also talk about the best practices of using Boolean Search on LinkedIn, as suggested by LinkedIn itself.

But before we dive into it, let’s quickly familiarize ourselves with the basics of Boolean Search.

What is LinkedIn Boolean Search?

Like a general Boolean search, LinkedIn Boolean search is a technique to refine your search results by using specific operators to include or exclude certain keywords and phrases. Compared to a regular LinkedIn search based on singular keywords, it produces more precise and relevant results allowing you to navigate through promising leads while bypassing irrelevant ones.

By utilizing Boolean search on LinkedIn, you can improve the efficiency and effectiveness of your networking efforts.

Common LinkedIn Boolean Search Operators

• Quotation marks (“”) can be used to search for a specific phrase or multi-word title.

• “AND” is used to search for results that include both search terms.
• “OR” is utilized when searching for results that include either one term or the other.

• “NOT” can be used to exclude a term from the search results. 

• Parentheses [] are helpful in a complex Boolean search on LinkedIn when you want to group terms together and treat them as one term.

Advanced LinkedIn Boolean Search Operators

• Looking for a profile in a specific language? Use profilelanguage:language with language mentioned as a 2-character ISO code^[1].

Example: profilelanguage:fr to search for people whose profile information is in French.

• Want to list candidates who can speak a particular language? Simply use spokenlanguage:language (again, as a 2-character ISO code ^[1]).

Example: spokenlanguage:es to search for people who speak Spanish.

• Need candidates from a target industry? Find them using industry:industrycode, where ‘industrycode’ is a 2-character unique code for a list of industries^[2].

Example: Type  industry:13 to look for healthcare professionals. .

• Searching for candidates with niche skills? Type skills:skill in the search bar.

Example: Write skills:blockchain_developer to look for coders who specialize in the blockchain.

How to use the Boolean search on LinkedIn

Now that we know what search specificity we can achieve with the Boolean search on LinkedIn, it’s also important to understand that it is a trial-and-error game. You may or may not get the desired result in the first try and will have to tweak your boolean search string for it to be successful. The good thing is we can be methodical about it. Below we see how:

Create an ideal candidate persona

All searches should begin with what you want to search for. So, first, with noting your requirements in a document, refine its language/terminologies, and then begin your LinkedIn search.

Look within your network

Finding the right candidate for any job can be tricky and time-consuming. So, why not start with people you already know? It’s counterintuitive to using Boolean search, but we suggest so taking that the objective here is to reduce hiring time.

Type Boolean search string outside Linkedin

Sure, that you’d need a Boolean search? Great! But before you type them in the LinkedIn search bars, you should type them in a notepad (or something like that). This is because the LinkedIn search bars are too narrow to read if you type lengthy characters.

Tweak it

As mentioned earlier, LinkedIn Boolean search may need multiple trials for them to work. Every time you press return, you might find irrelevant profiles or some term you didn’t consider earlier. Take note and tweak your query for better results.

Boolean Search on LinkedIn Examples

Template #1

Objective

Need to target or blacklist leads from multiple niches.

Boolean Search String

Industry AND (keyword OR keyword OR keyword) NOT keyword

Example

“Nurse Practitioner” AND (home OR travel OR geriatric) NOT outpatient

Using this Boolean search string on LinkedIn will provide profiles that include occupations related to Nurse practitioners and either of the terms home, travel, or geriatric (or all) mentioned somewhere on their LinkedIn profile. But, if their profile includes ‘outpatient’, the result will exclude them.

Template #2

Objective

Want to target leads at a specific seniority level.

*a regular LinkedIn user does not have a seniority filter but those with Sales Navigator and Recruiter plans get.

Boolean Search String

Seniority AND (title OR title) AND keyword NOT keyword 

Example 

VP AND (“Marketing” OR “Sales”) AND Digital NOT Engineering

Feeding this Boolean string on LinkedIn returns profiles that have been in VP of Marketing Digital or VP of Marketing Sales. Also, if they have engineering mentioned in their profile somewhere, they will not appear.

Template #3

Objective

Not sure what titles a professional can have in an industry, so want to look up a related candidate as well.

Boolean Search String

Seniority AND (title OR title) AND (Keyword OR KeywordSynonym)

Example 

Senior Executive AND (Advertising OR Marketing) AND (Automobile OR “Manufacturing”)

This Boolean search will bring back LinkedIn profiles whose users hold or held titles such as Senior Executive of Advertising, Senior Executive of Marketing, or Senior Executive of Advertising & Marketing. In addition, these people would have worked in the automobile industry or simply mentioned manufacturing as part of their LinkedIn profile.

Tips from LinkedIn on Boolean Search

With the basics and best practices at hand, you should be ready to leverage LinkedIn Boolean search by now. But before you experiment with them, LinkedIn itself suggests some tips to make the most of their search engine using Boolean search. We’ve listed them below:

• LinkedIn does not officially support the + and – operators. Instead, use “AND” in place of + and “NOT” in place of – for better readability and accurate search results.
• When using the operators “NOT,” “AND,” or “OR,” type them in uppercase letters.
• Wildcard searches like “*” are not supported.
• Boolean search is supported in the keyword field on Recruiter and LinkedIn.com, and it is also supported in the company, title, and keyword fields in Sales Navigator.

Key Takeaways

If you’re not doing Boolean searches on LinkedIn, you’re missing out on the world’s biggest online network of professionals. LinkedIn Boolean searches may look overwhelming initially, but with some tries (and misses) you can quickly learn to optimize them in a few iterations. No doubt, it’s a great aid for recruiters on LinkedIn. However, sometimes people don’t update their profile periodically or with the most fitting keywords. The way around is using Boolean search’s power with AI recruitment tools. The likes of Leoforce Quantum not only support Boolean searches but are quite intuitive in the hiring decision-making process. You can try it out yourself to see how it works and its range of features.

FAQs

What is Boolean search in recruitment?

Boolean search in recruitment is a technique that uses Boolean operators (such as AND, OR, NOT, and quotation marks) to refine search results when looking for potential candidates from a directory. LinkedIn supports Boolean search strings for recruiters.

Can I do a Boolean search on LinkedIn?

Yes, you can perform a Boolean search on LinkedIn. Their built-in search function supports common Boolean operators such as AND, OR, NOT, quotation marks, and also some advanced ones.

Is LinkedIn Boolean case-sensitive?

No, LinkedIn Boolean search operators are not case-sensitive. However, it’s still a best practice to use AND, NOT, OR in uppercase.

What is an example of a Boolean search on LinkedIn?

For a good example of a LinkedIn Boolean search, try out typing ‘writer AND seo’ in the search bar. It will return a list of people with writing and SEO specialization skills.

Where to use Boolean search on LinkedIn?

You can use the Linkedin Boolean search in their various services: Linkedin Basic, Linkedin Recruiter, and Linkedin Sales Navigator.

Resources

[1]https://en.wikipedia.org/wiki/List_of_ISO_639-1_codes

[2] https://learn.microsoft.com/en-us/linkedin/shared/references/reference-tables/industry-codes

The post Leveraging LinkedIn Boolean Search: Operators, Examples, and Tips appeared first on Leoforce.

The Big Five

To effectively evaluate the skills, attitudes and aptitudes of potential employees, recruiters and hiring managers must be armed with the appropriate assessment tools. And while there are definitely more than five methods to consider, the following five are a great place to start.

Job simulations

A job simulation, or work simulation, is an employment test where candidates are asked to complete tasks specific to the job they are applying for. Designed to help employers gain insight into how a candidate might behave and perform on the job, these assessments are often used to evaluate a candidate’s problem-solving skills, communication abilities and overall knowledge about a specific role. A study compiling decades of research into the Schmidt-Hunter paper found that predicting candidate skills by evaluating education and experience to be less effective than testing candidate skills directly through job simulations.

Behavioral assessments

These assessments measure various attributes such as motivation, intelligence, work ethic, communication skills and team building. In a behavioral assessment, the interviewer essentially asks the candidate questions about past behavior, in order to predict future behavior and provide employers with critical data on how candidates would fit into the company culture. Examples of behavioral assessment questions might include asking the following:

• Can you tell me about a time when you had to deal with a difficult customer?
• Describe a time when you had to solve a challenging problem and how you handled it.
• Provide details about a time when you had to lead a team.

The questions are meant to provoke a narrative from applicants to enable a better understanding of a candidate’s thought processes and decision-making skills.

Cognitive assessments

Sometimes referred to as mental agility tests, this type of assessment examines how well applicants use a variety of cognitive skills including numerical and verbal reasoning, spatial ability, logical reasoning and learning agility. Employers can use these results to determine if a candidate has the capacity to understand and take on complex tasks. This type of assessment is especially useful for positions that require a high level of analytical thinking.

Technical assessments

Technical assessments are specialized tests that measure job-specific applicant technical knowledge. For instance, if you’re looking for someone with experience in particular computer programming language, you may need to determine their proficiency in that area or any other area relevant to the role. Having them complete a technical assessment can help you weed out unqualified candidates and target more compatible hires.

Personality assessments

This type of test is designed to reveal information about a candidate’s personality traits and preferences by asking questions related to their values, interests and behavior patterns at work or outside it. There are a variety of personality assessments available but a few of the more commonly used tests are highlighted below.

The Myers-Briggs Type Indicator (MBTI)

This test measures four different personality traits: extroversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. The MBTI can be used to assess candidates for any type of job, but it is particularly useful for jobs that require a lot of social interaction, such as customer service or sales and helps employers better understand the differences in behavior, thought processes, and motivations among individuals. It also provides insight into how employees prefer to communicate, how they make decisions, and how they perceive and interact with the world. In addition, the MBTI can be a valuable tool for employers to uncover potential areas of development and provide strategies for team building and leadership development.

The Predictive Index (PI)

The Predictive Index (PI) assessment method sort of meshes the cognitive and behavioral methods to measure job candidates’ natural behaviors and cognitive ability. This helps employers determine whether or not their job requirements align with the talents and abilities of potential hires. It provides an efficient way to assess qualities such as problem-solving skills, empathy, motivation, and communication style. This type of assessment offers valuable insight into whether an individual is right for a particular role and can help employers make informed decisions when hiring talent.

Hogan Personality Inventory (HPI)

Similar to the MBTI, the Hogan Personality Inventory (HPI) is an assessment tool designed to measure an individual’s underlying personality characteristics. It is used to gain insight into the attitudes, values, and motivations that impact work performance and behavior. The HPI is made up of seven scales: Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitiveness, and Learning Approach and is especially useful when making hiring decisions for positions where interpersonal skills are important.

Soft skills matter

It bears mentioning that it’s not just about finding the right talent assessment methods. While it’s true that things like behavior, mental agility, personality, and technical skills – are all important pieces to the puzzle of finding the most suitable candidate for a job, one other assessment area many employers are prioritizing is that of soft skills. In fact, a report by Monster.com, (The Future of Work 2021: Global Hiring Outlook) found that employers cited soft skills such as dependability, teamwork /collaboration, flexibility and problem-solving, as the top skills they want in employees.

All of the above assessment methods can assist employers in identifying whether an applicant possesses both the soft and hard skills they are seeking in a candidate. But to truly maximize your efforts and connect with compatible candidates, this is where AI recruiting technology can come to the rescue. One example can be found in Leoforce Quantum.  Leoforce matches people to jobs using hundreds of attributes most AI recruitment software ignore. With more intelligence about people, jobs, and what makes them compatible, Leoforce recruiting software not only delivers candidates more likely to succeed, but can also help you meet your diversity hiring goals with less time and expense because diversity is built in.

Final thoughts

When it comes to talent acquisition, effectively assessing your potential hires is a critical part of successfully connecting the best candidates to the right jobs. The five must-have assessment methods above, with a little help from a next gen-AI platform like Leoforce, can help you make informed decisions about which potential employees are the best fit for your organization.

The post 5 must-have talent acquisition assessment methods for 2023 appeared first on Leoforce.

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.

The post How to choose the right recruitment management software? appeared first on Leoforce.

There are many factors that impact turnovers, such as employee satisfaction, company culture, and pay and benefits. But 80% of all employee turnover is a result of poor hiring decisions.

Finding the right fit for a role isn’t always easy. As recruiters navigate through stacks of resumes, only to find one or two candidates that fit the base requirements, hiring managers struggle to move the hiring process along. Those candidates may end up at other companies. 

The process is a vicious cycle that can be hard to break. But with the right candidate sourcing tools, you can alleviate pressure on your recruiting team, find the right candidates with ease, and move the hiring process along quickly. 

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

Today, candidate sourcing technology is more popular than ever, yet it can be difficult to find a full-stack, out-of-the-box tool that covers all the bases… until now.

What is a Candidate Sourcing Tool?

To improve the end-to-end candidate experience, you can use candidate sourcing tools that streamline the process. These tools have many different features, but at a high level, they assist with: 

• Actively sourcing candidates
• Reviewing resumes
• Using artificial intelligence (AI) recruiting techniques to narrow down the applicant pool
• Finalizing a list of potential candidates to pursue

The sheer volume of resumes, candidates, and data that you must sift through is too much for any one person. With candidate sourcing tools, much of the process can be automated or assisted by technology, making hiring more efficient and more likely to last.

Suggested resource for candidate hiring: https://leoforce.com/webinars/recruiting-strategies-to-attract-a-more-diverse-candidate-pipeline/

Why are Candidate Sourcing Tools Important?

Before any interviews can start, the right candidates must be identified, contacted, and convinced to apply. Through traditional hiring methods such as job boards, temp agencies, and staffing companies, hiring managers seem to be finding fewer top-tier candidates. 

Since 70% of potential hires are considered “passive talent” – meaning they’re not actively looking for a job – traditional candidate sourcing techniques won’t reach them, missing a substantial portion of the applicant pool.

Technology will change how you think about your candidate sourcing strategy. Today, finding internal and external candidates that fit specific parameters can be completely automated with smart technology. 

Once these tools find a list of potential candidates, they can review candidate information to identify people with the highest chances of success in the role. Cushioning the candidate sourcing process with technology allows recruiters to focus on candidate engagement, interview coordination, and effective follow-up.

5 Factors That Make a Candidate Sourcing Tool Perfect

There are a lot of candidate sourcing tools on the market today, but not all are created equal. It’s better to invest in a tool that costs a bit more but can deliver what’s needed, as opposed to piecemealing together multiple tools that all do different things. 

The right candidate sourcing tool will feature the following:

Access to Multiple Job Boards

You know there are countless job boards and sifting through them all by hand is impossible. The best candidate sourcing tool can access all the top job boards, as well as smaller, niche boards, sifting through thousands of candidates in minutes. 

Easy Integration with ATS and CRM Systems

Most established organizations have applicant tracking systems or customer relationship management systems. A candidate sourcing tool such as Leoforce Quantum that offers seamless integration with existing tools makes it easier to adopt this new technology. Knowing that it won’t require massive changes and lift to implement makes using a new tool much more accessible.

Built-In Diversity Inclusion

With traditional hiring methods, implicit bias is often present, negatively impacting your ability to bring in diverse candidates at all levels. One of the biggest perks of AI is that it can put diversity and inclusion at the forefront of your hiring process, removing the possibility that unintended bias will lead to a lack of diversity in your organization.

Customizable Details

Every hiring process is different, and every organization is different. With the ability to customize the candidate sourcing process, you can be certain that the tools you use to source candidates will fit your needs.

Smart Shortlisting

Finding a list of potential candidates is one thing. Narrowing it down to quality candidates is another. Smart shortlisting is a feature of some candidate sourcing tools that takes the screening process one step further, sifting through candidate details to find a small list of the candidates most likely to succeed in the hiring process.

Frequently Asked Questions

What are Candidate Sourcing Techniques?

Traditional candidate sourcing techniques can range from scouring job boards, posting advertisements, attending job fairs, and more. Often, traditional methods require a lot of time and energy, without guaranteeing success. By switching to AI recruiting methods and candidate sourcing tools, you can spend more time curating the hiring experience for each candidate.

What’s the Difference Between Candidate Sourcing and Screening?

Candidate sourcing is the process of actively searching for and qualifying job candidates who haven’t applied to an open role. You might do this by collecting names and contact information, asking for resumes, and building relationships with potential hires.

Candidate screening happens after candidate sourcing. Once a list of candidates has been made through sourcing efforts, screening narrows down the applicant pool by taking a closer look at the candidate’s resume and other details.

Why Leoforce Quantum is the Tool You Need

Leoforce Quantum is the answer to your candidate sourcing woes. With best-in-class technology and a thoughtful design, it adds to the sourcing process without requiring too much lift. Seamlessly integrating with the systems you already have, Leoforce Quantum uses AI recruiting technologies to consider hiring attributes that similar tools often ignore. 

The tool offers more than artificial intelligence. With artificial intuition, Leoforce Quantum does the following:

• Sifts through internal and external job boards
• Sources highly qualified candidates
• Considers diversity goals throughout the process
• Makes communicating with candidates easier than ever

Want to Make Candidate Sourcing a Breeze?

Candidate sourcing doesn’t have to be a long, painful process. As a recruiter, you have so much value to offer your organization, but your value is lost when you spend days sifting through resumes – many of which are often unqualified. 

By intelligently automating candidate sourcing, your team can focus on creating a seamless hiring experience, reducing turnover, and understanding what employees are truly seeking when they join your organization.

References:

• https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx
• https://builtin.com/employee-turnover-statistics

The post Candidate Sourcing Tools That Suit Your Organization 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 is a candidate-driven market?  

In a candidate-driven market, job seekers and candidates have the upper hand. While companies are competing for top talent to drive their businesses, candidates can control higher salaries, better benefits, and other negotiables. 

What is an employer-driven market?

An employer-driven market is led by employers who have the upper hand. When unemployment is high, jobs are scarce, and there is an abundance of qualified candidates to choose from, employers have the advantage of offering lower pay, stricter schedules, and can get great talent at a bargain. 

What is the current market?

The pandemic has inevitably sparked ‘The Great Resignation.’ Due to a mass exodus of employees, job vacancies have influenced companies to reconsider the way we work. As a result, the transition from an employer-driven market to a candidate-driven market has been a current, ongoing trend. 

Suggested resource on talent hunt: How you can uncover opportunities in the new talent landscape

How can you stand out?  

Revise job descriptions  

• Rule out years of experience: If you are still putting “must have 10-20 years of experience” in your job description, you’re going to have to reconsider. Now that Generation Z has entered the workforce, you will need to revise your job description expectations. Your idea of an ideal candidate will need adjustment if you want to score candidates with potential, the right skills, and the ability to adapt to fill those roles. 
• Make your descriptions gender-neutral: Not only will you need to revise your experience expectations, but you will need to comb through your description for any terms that are not gender-neutral. Including superlatives like an expert, or superior, typically discourage female candidates who are more collaborative than competitive in nature. Not to mention, there are still job titles with -man- in them that subconsciously dissuade female candidates as well. Instead of using job titles such as, “salesman” or “assemblyman,” revise it to salesperson or assembly member for better results. 
• Limit the number of requirements: Of course, you should outline the fundamental qualifications for a role, but be flexible. Instead of stating “must-haves,” transition them to “nice-to-haves.” Why is this change necessary? According to the Harvard Business Review, research shows that women don’t apply for jobs unless they are 100% qualified, while men will still apply after meeting 60% of the requirements. In other words, you could potentially miss a large pool of qualified candidates by avoiding this change. 
• Make diversity and values visible: Express your company’s values and commitment to equality and diversity. This allows you the opportunity to attract more diverse, qualified candidates, while also meeting your DE&I requirements. Candidates are not just concerned about the job itself. Equal pay and work culture inclusivity are also key factors in a candidate’s decision. 

Enlist expert help

For job roles that are hard to fill, sometimes you just need extra help. Enlisting professionals to assist in your recruiting takes the stress out of the process, while still allowing you to stand out from the crowd. Implementing recruiting services like Leoforce can help you get there. Leoforce helps recruiters get guaranteed quality candidates for jobs that are hard to fill fast. You’ll need this ai recruiting tool to promote a job, find top talent, and engage and qualify candidates for more demanding roles.

Personalize your recruiting  

• Be transparent early on: Informing candidates about the company, industry, expectations, and salary range upfront will save you wasted time and ignored messages. Remember, you are in a candidate-driven market. Candidates seeking the best roles in a short timeframe are going to need more information early in the process. When candidates feel like they need to pull information out of an employer, it’s a surefire way of getting them to quickly lose interest in the role. 
• Keep candidates informed: Notifying candidates that their talents might be better suited to a different role is helpful, even if the current role isn’t fit for all of them. Not only does this give them the opportunity to apply for better-suited roles, but you save time hunting for prospects. This is because you will already have talent for the next position that is perfectly up their alley. 

Be efficient

Juggling candidates and job-board hopping is not the most efficient way to get top talent. Moreover, you’re spending a significant amount of time with lackluster results. Integrating Leoforce Quantum into an Applicant Tracking System (ATS) to consolidate your sources, makes recruiting more efficient and seamless. You will be able to see all your candidates in one list, with the ability to sort and filter and reach out on time. This is especially important for those urgent roles that need to be filled. Recruiters who communicate quickly and decisively often have an advantage over those who contact out days, or even weeks later. In other words, if you snooze, you lose!

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

As the current market continues to remain candidate-driven, recruiters must adapt and stand out now, more than ever. In a sea of competitive recruiters, revising job descriptions, personalizing your recruitment approach, using recruiting services, and deploying ATS can help you stand out. 
 

Resources

• https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified

The post How recruiters can stand out in a candidate-driven market appeared first on Leoforce.

Update your job descriptions

This may go without saying but updating your job descriptions will do you wonders during the holidays. Have an old job listing with an expired date? Update it! Do you have job descriptions with crazy requirements that haven’t been reviewed in years? Scrap it! Your candidates may not stop looking for work during the holidays, but they may stop looking and applying to your job ads if you’re being unrealistic. The holidays are a time for people to enjoy and loosening the reigns on your work hour expectations or updating your expiration date can be a big deal. It’s the little things that can have big payoffs in the end.

Conduct a year-end recruiting assessment

Assessments are such a significant part of a company’s growth, but also for your recruitment. Getting real about your pitfalls, opportunities for growth and your strengths can help you assess what you need to change, and what hiring methods to keep; especially while you’re recruiting during the holiday. 

Set recruiting goals for next year

Make your days merry and bright in the new year by setting recruiting goals now. What can you do to improve your workflow? How do you want to diversify your talent pool? Is there a better way improve your job descriptions? Setting recruiting goals for next year before it arrives is a surefire way to accomplish them. You’ll have better direction when you have actionable goals ready to roll in the new year. 

It’s a new job market – adapt!

Don’t be a grinch. Change the way you see talent, especially during the holiday season. Hiring bias is real, and sometimes you don’t know what you don’t know. You may think you need a candidate with higher education, 10 years of work experience, and located in the same area; but do you really? The talent you need could be sitting right under your nose and you may need to make a few adjustments. Thanks to COVID-19, the industry has changed, and top talent is being more selective about the jobs they’ll consider.  

They may not have a four-year degree but are certified in the very skill you need to fulfill a role. Your candidate may not be within the same state, but they’re willing to work remotely during the reasonable work hours allotted. With the help of the right recruiting tool, you can gather market intelligence and candidate insights to help you find better talent in less time, helping you meet your recruiting goals. 

Invest in better software

Sometimes it’s all in the software. Make recruiting during the holiday season a little simpler by investing in better software tools. Re-evaluate the method you’re using to find, communicate and schedule interviews with candidates. Are you sifting through various job boards for hours? Do you manually send emails to each potential candidate? Are you using multiple tools to schedule interviews? You may need to consolidate your tools and invest in better recruiting software to streamline your workflow.  

The post Five ways to survive recruiting during the holiday crunch appeared first on Leoforce.

Despite this general acceptance of new tools, there has been a reluctance to embrace the AI-powered technologies that help recruiters work more efficiently and streamline the hiring process.

Why does this technology rub those involved in sourcing, recruiting, interviewing, and onboarding talent the wrong way? Simply put, they’re afraid AI hiring tools might put them out of a job.

If AI software can mimic their thought processes, recruiters worry, those solutions will take over every aspect of recruiting and hiring. But no technology has (or will) replace human expertise and judgment in the hiring process.

While AI can undoubtedly help with hiring process optimization, it’s only designed to supplement human know-how.

AI can find candidates, connect with them, and keep the recruiting process on track, but it takes the creativity, imagination, and experience of humans to pinpoint the perfect candidate and craft a people-first recruitment strategy.

With people and AI on the same page, your hiring process is better off.

AI Hiring Tools: Recruitment Friends, Not Foes

Now that we’ve dispelled the “AI will take my job” rumor, let’s look at the reality. Your company has either already invested in hiring software or plans to do so. A Zippia study found that 80% of U.S. small businesses will use a recruiting solution in the next two years.

What does that mean for seasoned hiring professionals? Many benefits, including:

Fewer menial tasks 

The purpose of AI hiring tools is to assist humans rather than replace them. AI can automate and streamline some of the more repetitive manual tasks, as it has in the manufacturing industry. While recruiters face lengthy to-do lists daily, most of those professional recruitment duties require personal engagement and human intuition.

The right AI hiring system can reduce the need for recruiters to perform basic, formulaic tasks (e.g., résumé collection and review, data collection, candidate follow-up).

This frees them up to handle higher-level functions and make decisions. They’re able to engage in people-first recruitment thanks to AI-enhanced tech working seamlessly in the background.

Suggested reading on Candidate Engagement: Why candidate engagement is critical: How to measure & improve

More time for the big picture 

AI recruiting tools can come through in a pinch like any teammate. According to an Alorica case study, integrating chatbots into the hiring process over three months paid tremendous dividends. The solution enabled recruiters to interview more candidates while saving 1,200 hours of work.

Recruiters can upskill 

Between the pandemic, a tight labor market, and skilled professionals ready to change jobs, HR professionals need the time to learn new skills in developing and retaining their current workforce. Offloading low-value tasks frees up time to develop professionally and become more valuable to the organization.

They have more time for coaching, supervising, training, decision-making, and negotiating. With AI on their side, they can spend more effort developing and deploying creative recruitment and talent development strategies — and less time on mind-numbing activities.

The world will always need living, thinking recruiters to discover, cultivate, and inspire the brightest applicants.

Rather than worrying about AI, recruitment professionals should investigate how they can use it to their advantage.

Those who master the power of AI hiring tools will find those solutions to be exceptional allies rather than worrisome developments. 

The post Tech isn’t taking over: Here’s how AI hiring tools empower people appeared first on Leoforce.