AI in recruitment - building blocks showing AI (robot) supporting people

We thought about this one for a while, drafted our own conclusions, and then figured the best-placed ‘person’ to answer this question is actually AI – so we asked both ChatGPT and Claude the same question ‘How can AI support recruitment’ and the results are below, along with some tips from us for those new to AI and some ideas of how you can begin to use this in your hiring processes.


How AI can support recruitment  ChatGPT – How can AI support recruitment?

AI can support recruitment in various ways by automating and streamlining different aspects of the process. Here are some ways AI can be used to support recruitment:

  • CV Screening: AI can analyse CVs and cover letters, extracting relevant information such as education, skills, work experience, and qualifications. It can compare this information against job requirements and filter out candidates who do not meet the criteria, saving recruiters time and effort.
  • Candidate Sourcing: AI can help identify potential candidates from various sources such as online job boards, social media platforms, and professional networking sites. It can use natural language processing (NLP) techniques to search for keywords, skills, and qualifications that match the job description, providing a pool of suitable candidates.
  • Chatbots and Virtual Assistants: AI-powered chatbots can engage with candidates, answer frequently asked questions, and provide information about the application process, job requirements, and company culture. They can also schedule interviews and collect initial screening information, enhancing the candidate experience and reducing the workload on recruiters.
  • Video Interview Analysis: AI can analyse video interviews using computer vision and NLP techniques. It can assess factors like facial expressions, tone of voice, and language patterns to provide insights on a candidate’s suitability, personality traits, and communication skills. This helps recruiters make more informed decisions during the shortlisting process.
  • Predictive Analytics: AI algorithms can analyse historical data from past recruitment processes to identify patterns and predict the success of candidates. By considering factors like job performance, retention rates, and employee satisfaction, AI can help recruiters identify the most promising candidates and make data-driven hiring decisions.
  • Bias Reduction: AI can help mitigate bias in the recruitment process by focusing on objective criteria and reducing human subjectivity. By removing identifying information (e.g. names, gender, age) from CVs during screening, AI can promote a fairer and more inclusive selection process.
  • Onboarding and Training: AI-powered tools can assist in the onboarding process by providing new employees with relevant training materials, resources, and personalised learning paths. They can also answer questions, offer guidance, and track progress, ensuring a smoother integration into the company.

It’s important to note that while AI can significantly enhance recruitment processes, it should be used as a tool to support human decision-making rather than replace it entirely. Recruiters still play a crucial role in assessing cultural fit, soft skills, and other intangible qualities that AI may not capture effectively.


How AI can support recruitment  Claude – How can AI support recruitment?

Here are a few ways AI can support and enhance recruitment efforts:

  • Automated CV Screening – AI can quickly scan CVs and filter out unqualified candidates, saving recruiters time. It uses natural language processing to extract relevant information from CVs.
  • Chatbots for Initial Candidate Engagement – Chatbots can have conversational interactions with candidates to pre-screen them before passing qualified ones to recruiters. This provides 24/7 availability.
  • Interview Scheduling and Calendar Management – AI scheduling assistants can coordinate interviews and manage recruiter calendars to find optimal times. This removes a time consuming administrative task.
  • Candidate Sentiment Analysis – AI can analyse text chats, emails or recorded interviews to detect candidate sentiments, engagement levels and personality traits to provide insights to recruiters.
  • Automated Reference/Background Checking – AI can automate part of the reference and background checking process by seeking out credible sources online about candidates.
  • Improved Talent Search – AI enhanced search tools can help recruiters find potential candidates through social media and other platforms by matching required skills and experience.
  • Reduced Bias – AI can help reduce unconscious human bias in hiring by focusing decision making on skills, experience and interview performance data points.

The key benefit is AI augments and amplifies recruiter capabilities by automating high volume administrative tasks. This allows recruiters to focus on the human elements of hiring. AI recruitment enhances speed, efficiency and accuracy.


How AI can support recruitment

As expected, the responses provided by ChatGPT and Claude are quite alike, demonstrating where AI could be used to augment your hiring processes. Reassuringly, both recognise that AI should only assist people, not replace them… and finally some tips from us to begin using AI in your hiring processes:

  • Start small by automating repetitive tasks like scheduling interviews and answering candidates questions – eg introduce chatbots on your careers website.
  • Review AI’s work before final decisions to catch errors – this is a must, AI improves over time with learning, so you’ll need to train it!
  • Use AI to remove bias, not introduce new bias with flawed data – removing personal info is a start – share internally any changes in your process.
  • Be ethical and transparent in use of AI tools – be honest and upfront with candidates on when and how they’ll be interacting with AI.
  • Ensure your AI tools comply with regulations like GDPR – open source and free software is great, but always run some due diligence to ensure data is secure.

Remember AI augments, but doesn’t replace human judgement in hiring – and don’t worry this is unlikely to ever change in our lifetime, candidates definitely need the human touch in the hiring process!

Omni supports clients as a talent acquisition partner, becoming an extension of your HR team, with specialist expertise across the candidate lifecycle. We develop innovative, scalable solutions tailored to your organisation and industry. This frees up your managers to focus on core priorities (and begin implementing AI!) while we handle the end-to-end recruitment.

Contact us if you’d like some ideas on how to develop and evaluate your organisation’s employer value proposition or for general advice on your resourcing strategy.