Candidate Experience, Recruiting Technology

AI Helps Reduce Time to Fill While Improving Candidate Experience

While technology has been disrupting almost every aspect of the way we work, one thing remains clear: It’s helping workers do their jobs faster. And when it comes to recruiting, the time saved due to technology is benefiting both recruiters and jobseekers. However, technology isn’t fully taking over just yet.AI

According to Montage’s new report, State of AI in Talent Acquisition—which features data from two recent Montage surveys involving over 1,000 candidate and recruiter responses—artificial intelligence (AI) still requires a human element when it comes to hiring, but candidates and recruiters are already reaping the benefits of using AI in the recruiting process. Here’s how:

AI Helps Reduce Administrative Burden

According to the Montage report, AI is helping relieve recruiters of administrative functions like screening and sourcing candidates, as well as scheduling interviews. However, recruiting functions that involve in-depth decision-making do not yet involve AI to the same degree—especially in the areas of selecting candidates, interviewing candidates, and onboarding new hires.

While one-third of companies surveyed say they are currently using AI for selecting, interviewing, and onboarding candidates, Montage predicts that the early adoption of AI technology could last several years because most organizations are only automating parts of the hiring process where candidates feel most comfortable interacting with the technology.

Montage found that companies are slow to adopt this technology because they want to mitigate the risk involved in using AI in the recruiting process. Montage suggests that the following other reasons are why talent acquisition leaders are slow to adopt AI: industry standards, regulatory requirements, data privacy, and overall security.

Even though talent acquisition professionals are concerned with the risks involved in implementing AI in the recruiting process, Montage research finds that there are five areas where the benefits outweigh the risk; these include:

  • To automate admin tasks and free up recruiters’ time
  • To better assess fit for the role
  • To better manage high application volume
  • To create more consistency in the evaluation of candidates
  • To better manage high-volume hiring

While AI can vastly improve recruiters’ workloads by handling the administrative tasks, 88% of respondents agree that AI is here to help their roles, not replace them, and 59% report they are not worried AI will entirely eliminate recruiting jobs at all.

While AI is great for the simple tasks, it still has some ways to go for more in-depth functions like human conversations and interactions. However, 87% of respondents agree that AI helps to improve the candidate experience.

AI Can Help Improve the Candidate Experience

When your recruiters are free from administrative tasks, they’re free to use that time to better engage the candidate, which will create a more favorable experience for the candidate and can help improve your overall brand. However, the candidate needs to be comfortable using AI, and talent acquisition professionals should inform the candidate when AI technology is being used.

For example, Millennials claim to be the most comfortable (35%) using chatbot technology, while Baby Boomers claim to be the least (19%). Montage finds that 82% of candidates say it is important for them to be informed when they are dealing with this type of technology, and 76% of all survey respondents (not just candidates) agree, as well.

Montage finds that when chatbot technology is adopted early on, it can enhance the recruiting process for both candidates and recruiters, which can ultimately lead to a better candidate experience. Talent acquisition professionals should offer clear disclaimers about which parts of the process may include automation or AI, and overall, they should use an engaging, informative process to spell out how automating administrative tasks can benefit candidates.

For example, as a recruiter, you can have candidates access your online calendar to schedule interview times that best meet their schedule. When you explain this to candidates, not only are you trying to work around their best time frame but you’re also showing that their personal time matters to you as well.

In tomorrow’s post, we’ll continue to uncover insights into Montage’s new report, State of AI in Talent Acquisition.