Recruiters should always have their best foot forward to get the best talents out there. Thus, they are looking for ways to reduce the time they spend performing routine, repetitive, and time-consuming tasks to focus on the hunt instead.
Luckily, with innovation and technology, recruitment using artificial intelligence (AI) was made possible. Adopting an AI recruiting process will help automated resume screening and assessment and save time. AI also automates tasks like scheduling interviews.
Automating these tasks helps speed up recruitment while finding the best fit for a company. It reduces the cost of vacant positions, which can quickly add up to $4,129 in 42 days.
Here are the best tips and hacks HR teams can use to find quality hires in AI recruiting.
AI Recruiting Hacks That’ll Make You a Pro
1. Invest in the Best Applicant Tracking System Online
Investing in the right technology produces the best results and sets your company apart. For example, 99% of Fortune 500 companies use ATS.
But what is ATS and how can it be useful for you? ATS, known as Applicant Tracking System, enables recruiters to track, review and engage applicants throughout the recruitment process. It can screen, rank, and securely store candidates’ information.
Here are other benefits you get from using an applicant tracking system software:
-
-
Faster Data Analysis
-
An applicant tracking system helps recruiters analyze large amounts of data in a short period. Considering recruiters need to fill 4 vacant positions on average each month, AI is a welcomed recruiting solution. An automated data processing system saves time.
The AI technology collects, assesses, and matches data to a candidate’s knowledge and skills. This increases your chances of finding the best fit for the vacant position.
-
-
Helps in Candidate Sourcing
-
Predictive analysis in applicant tracking system software helps you choose the best candidate. It processes a candidate’s information and helps HR determine if that candidate is likely to stay longer with the company or leave soon.
Analyzing a candidate’s previous and current employment data helps predict such information. This means the HR team can choose a candidate who will stay long with the company and save time and recruitment costs.
-
-
Hiring Diversity
-
An applicant tracking system checker helps HR to make diverse hires. The system picks qualified candidates based on data and analysis. This means there are no biases regarding their location, ethnicity, or gender.
Candidates who know your company uses such reliable systems are confident your hiring processes are fair and inclusive.
2. Write a Captivating Job Description
Finding quality hires means captivating applicants with your job description. Let them see themselves in the position and apply for it.
Describe the vacancy quickly and precisely so that potential candidates know what you expect from them. Here are points to have in mind when writing an effective job description.
-
-
Provide Relevant Information
-
Candidates look for specific information when scanning a job advertisement. The information they see first will determine whether they continue reading the job advert or look somewhere else.
For example, candidates are first interested in knowing about their compensation package, which includes salaries and other benefits.
If they like the compensation, they will look for what it takes to join your company. This includes educational background, work experience, and skills.
If they qualify, they’ll read the details of the job description, among other information. According to LinkedIn, here are the information candidates read first:
-
-
- Compensation
- Qualifications
- Job details
-
-
-
Write Short But Sweet Job Descriptions
-
People have a shorter concentration span online. That’s why a concise but sweet job description is essential. An applicant should find a clear description written in a few words.
Online users are not interested in large chunks of text. Such blocks of text can make top applicants quickly click the next link, which could be your competitor advertising the same position.
A shorter job advertisement is 8.4% more likely to encourage people to apply for a job. The short description should also have all the important information.
HR teams, hiring managers, and department teams can help you know the information you should include in a job advert. Remember to add a call to action.
-
-
Consider Your Brand’s Tone
-
Your brand’s personality and tone of voice will depend on the audience you cater to. For example, if your company appeals to the youth, your tone of voice and personality can be quirky and short but flavorful.
If your company caters to corporates and professionals, your tone of voice should be professional to resonate with your audience.
-
-
Avoid Biases
-
Avoid biases and be sensitive to culture in your job description. This will encourage more people to apply. An advertisement should not appear to be offensive or insensitive. For example, avoid restrictions that show you prefer candidates only from a particular country.
Be careful with pronouns. Don’t use “he” only or “she” only in a sentence. Applicants might assume you are looking for a particular gender only. It’s better to keep your words generic.
-
-
Make Your Ad SEO Friendly
-
An AI system helps you identify keywords that have previously produced better hires. It also has augmented writing like Google Smart Compose, which helps HR teams to compose an effective job description. This involves analyzing the choice of words and context.
Such job descriptions are optimized for search engines. They will appear on the first pages of Google results leading to a higher number of applicants and a larger talent pool.
-
-
Consider Your Format
-
An applicant tracking system software helps you format your job description and make it attractive to the right applicants. For example, you can modify the font size, type, and color.
A well-formatted job description will help hook people immediately they see it.
3. Expand your Sources
Sometimes top talented candidates will not be actively searching for work; if they do, they will not stay on the job market for long. That’s why it’s necessary to look for them where they hang out.
Social media sites like LinkedIn, Twitter, TikTok, or referrals are good places to start. But you can expand your search to other innovative sources. Here’s how you can develop your sources.
-
-
Community Forums
-
Community forums like Quora are where people ask questions and experts reply. Looking at the questions and responses on such forums can show you knowledgeable people in specific fields. You can reach out to them.
-
-
Reviews
-
Other places you can consider are book reviews on Amazon. Specialists have detailed reviews of books. Reach out to them.
If you’re interested in a tech person, you can check app reviews on the apps store. Technology specialists are likely to offer their reviews on particular apps.
Key Takeaway
Recruiting high-quality talent is not an easy task. An applicant tracking system is one of the best tips to speed up recruitment and get the best candidate for the job. Also, an AI recruiting process and innovative sourcing hacks help you find more success and less competition.
It’s possible to catch applicants’ attention with a captivating job description and reach out to passive candidates where they hang out. These tips and hacks will make you a pro in recruitment.
