DO FOR YOUR

PROCESS?HIRING

WHAT CAN AI

ARTIFICIAL

When someone is talking about Artificial Intelligence,typically we think of robots and high tech functionality. ButArtificial Intelligence and recruitment? Is this reserved for bigcorporations? When you look at employee turnover rates in technology thestats are incredibly high, peaking at 13.2%, making thetechnology industry massively competitive. It might at timesfeel holding onto your top tech talent is verging on theimpossible, but what if AI could play a key part in attracting,securing and onboarding that talent? After all, an excellenton boarding process improves new hire retention by 70%. Giant companies such as Vodafone and Intuit are alreadyusing AI in their recruitment processes but you don't have tobe a giant company to reap the benefits. But what are thebenefits? Why should you consider using AI in your process? We did a deep dive into these questions and found thebelow:

INTELLIGENCE

THE BENEFITS: AI in recruitment

67%said it saved them time

(According to a recent study conducted by LinkedIn)

43%said it removes human bias

31%said it delivered bestcandidate maches

30%said it saved the companymoney on average

We all know the frustrations of picking up the phone to customer service and finding a chatboton the other end, all we want is a human to help us and understand our problems. This is verymuch the case in hiring. No matter how helpful AI can be in your hiring process, finding the balance between AI and thehuman touch is the real winning formula. AI is least likely to replace:

Building relationships with candidates Seeing beyond the CV and assessing soft skillsJudging if the candidate and workplace are compatible with their office cultureConvincing candidates to accept the offer and negotiating in general

BUT WAIT: do I hand all talent aquisit ion to the bots?

AI can help source talent by. . .

(According to a recent study conducted by LinkedIn, those asked claimed that AI helped themthe most in these areas)

58%sourcing talent

56%screening candidates

42%scheduling candidates

24%engaging candidates

55%nurturing candidates

6%interviewing candidates

THE PERFECTBALANCE

According to HR Technologist, 46% of hiring managers struggle to attractqualified leads. Using AI-powered software such as LinkedIn Recruiter,allows hiring manangers to narrow down the talent pool to relevant CVs.London based company, Intuit, are currently using this functionality to aidtheir recruitment. They claim that this technology crawls through tens ofthousands of applicants and allows the internal recruiting department tofocus on the top 1%, speeding up their whole process. Vodafone and Tiffany & Co use an AI-powered software that screens allvideo applications as candidates answer standard questions aboutthemselves. Another benefit Vodafone sees from using this software isthat they can open up their talent pool to candidates worldwide withoutbeing flooded with candidates.

How can AI work for you?

How has AI helped other companies?

CANDIDATE ASSESSMENT Soft skills are often underrated but are actually just as, or even, moreimportant than technical skills. According to a recent LinkedIn study, amassive 60% of hiring managers struggle to screen for soft skills. This is where AI can really help. Whether you have large or small talentpools, this software is perfect for filtering and presenting the top cv's bydrilling down into each candidate's attributes and personality.

CANDIDATE ENGAGEMENTChatbots are a great way to 'dip your toe' into the world of AI. Chatbots can be used to screen candidates, source available jobpositions, schedule interviews and function as a general help board. Thebenefit of this? All the information is gathered already on a candidatebefore you've even picked up the phone, giving you foresight into whatthey are specifically looking for, plus, their priorities.

REMOVING BIAS AI and bots can dramatically reduce unconscious bias. Whereastraditionally a HR Manager or Hiring Manager needs to judgements on thesuitability of CVs, allowing interpersonal and cultural bias to creep in, AIsoftware can rate CVS purely based on technical suitability for the role.

CRITERIAIs the leading provider of web-based pre-employment tests. Their AI-powered software hosts a rangeof tests, including aptitude, personality and skill tests. Unlike many other AI-software providers, Criteriadoesn't charge per test, instead, an annual fee is charged based on the size of your business. WHO USES IT?Mitel and Dominos Pizza

OF HIRING MANAGERS

STRUGGLE TO

ATTRACT QUALIFIED

LEADS.

ON BOARDING PROCESS We now know that perfecting the on boarding process has a huge impact on the retention andproductivity of new hires. In many companies there is no one department  responsible for on boarding, and as a result it can attimes be neglected.  AI can bridge that gap. Automation and AI can simplify tasks, increase accessibility of information,communicate key messages and increase the speed of the on boarding process.

Software Examples

TALVIEWIs an AI-powered Talent Assessment technology provider, focusing on digital interviewing. Their suite oftools includes online assessment, video interviewing, behavioural insights and a coding platform thatmakes it easier to assess top tech talent. Talview's pricing model is based on how much you'll use it,perfect for all team sizes. Pricing is based off the number of transitions, users or employees. WHO USES IT?Amazon and DHL

46%

CLASSMARKERThis software creates pre-employment assessments that are completely customisable. This tool isperfect for finding perfect candidates ready for the interview stage. Their customer list might bedominated by big household names, but their pricing structure is flexible to all sized companies. WHO USES IT?Twitter, Google, Microsoft, Amazon, LinkedIn, Oracle, Samsung (to name a few)

01 17 4280600

of f ice@is luk .co .uk

i s l recru i tment .co .uk

Find out more

AI can be a vital element in the toolbox when it comes to perfecting your hiring process. Especially whenwe consider the initial stages of your hiring process; sourcing, screening and nurturing talent, where AI hasbeen recognised for being particularly impactful. Not only can AI help with the initial stages of your hiring process but it can also help in the long term. Youron boarding process can be improved with the help of AI, increasing your retention rates in the long term,holding on to that most important talent. Whilst AI certainly has an important role to play in our search for the perfect hiring process, it’s not time tohand over the keys just yet, when mixed with the human touch we find perfect balance.

To sum up

CLAIMED AI HELPED THEM

SAVE TIME OVERALL ON

THEIR HIRING PROCESS67%