3 Ways Artificial Intelligence Tech Is Reshaping Enterprise Recruiting

Technology infused with artificial intelligence (AI) is starting to become ubiquitous, even in enterprise recruiting. From our email inboxes to the smartphone apps we use daily, AI algorithms drive choices and user experiences. The modern-day enterprise must do everything it can tostay ahead of the curve, so it should come as no surprise that AI is leading that charge.

Researchers estimate that80% of companies now use AIas part of their HR workflows. Recruiting is one of the central pillars of any HR department. Given the subjective nature of talent acquisition, HR departments have been slow to transition to AI-driven processes.However, as the three examples listed below will show, AI technology is at an inflection point. It’s bringing immense value to enterprise recruiting.

Human beings are a collection of biases. It’s almost impossible to prevent them from creeping into our judgment. Recruiters face an uphill task here. Their unconscious biases might result in the company missing out on attracting top-tier talent. They could also unintentionally discriminate against candidates from certain backgrounds.

It can even be argued that simply by writing job descriptions, recruiters are necessarily introducing self-fulfilling subjectivity to talent evaluation. Research has shown thata company’s choice of wordsin their job descriptions acts as a filter. For instance, descriptions that imply a “work hard/play hard” culture attract candidate pools that are disproportionately male.

Similarly, job titles such as “hacker” or “guru” tend to attract more male candidates. More neutral titles might be “engineer” or “developer.” Descriptions that excessively use superlatives are also likely to make women feel excluded. Lengthy “nice to have” requirements are also likely to filter out women. Women are less likely than men to apply for a position where they don’t fulfill all the criteria completely.

Tools such as theGender Bias Decoderand Textio use NLP algorithms to analyze job descriptions and highlight possible biases.Additionally, AI can be used to detect unconscious recruiting biases. For instance, a recruiter might instinctively trust someone who attended the same university more than another qualified candidate. Someone who grew up in certain parts of the world might receive more consideration than someone with an unfamiliar background, and so on.

AI can remove these emotional biases and improve hiring standards. They can help companies strike a balance between human and machine-driven judgment. There’s no doubt that AI brings immense value to the table.

Diverse workforces lead to better products in today’s global marketplace. Thanks to their digital presence, enterprises source customers from every corner of the planet. Localizing talent only limits a company’s ability to understand its customer’s needs.

Often, good candidates slip out of a company’s recruiting funnel because these candidates don’t come from traditional backgrounds.