Using AI In Hiring To Elevate The Candidate Journey
Just like it has for marketing, finance and other aspects of running a company, AI is transforming the hiring process in major ways. Organizations are now using AI to screen resumes in just seconds and to flag top candidates based on skills, experience, keywords and even personality.
AI's ability to automate not only cuts costs but also enables a company to handle thousands of applications at once, which is especially helpful for companies during periods of rapid growth. AI's resume screening capabilities enable firms to identify quality candidates and move them forward. Additionally, AI systems can learn based on the feedback they receive to improve their algorithms. This differs from traditional applicant tracking software (ATS) that reviews resumes by using fixed criteria.
Ultimately, using AI produces quality applicants and results in better retention while helping to eliminate bias because the decision making is data driven. AI and chatbots also help keep candidates engaged by providing guidance throughout the process so that potential hires are less likely to drop out of the process.
AI is also beneficial because it improves the recruitment process from the candidate's experience. By having chatbots provide answers to FAQs instantaneously, candidates can feel more confident in continuing the process. Further, AI tools can match candidates to roles based on their skills, experience and interests, so they will spend less time applying for positions for which they are not well suited.
The talent recruiting process is a multi-sided platform (MSP), and the most successful MSPs in tech history (Facebook, Google Search, Amazon, etc.) all focus on the user experience first.
Hence, the talent recruiting process should learn this important lesson: Focus on the candidate's user experience first. However, in many respects, I do not see this happening yet. To truly improve the candidate experience, companies need to focus on a few key areas where AI can make the biggest difference: voice, choice and timeline.
Although certainly convenient due to 24/7 access, we have a long way to go before the user experience with AI is equal to speaking with a human. But the integration of conversational AI, including during job interviews, could significantly enhance the applicant experience. Just think about the rise of AI-driven assistants, such as Siri, Alexa and Google Assistant. Voice interaction with these devices is a key benefit of their popularity and effectiveness.
However, natural language processing is not yet perfect in factoring voice tone, slang, accents, pauses or stuttering into the interviewing equation. Additionally, older candidates may feel weird talking to a bot for a job interview. I think Millennials and members of Gen-Z are likely to embrace the concept more readily. Choice
We talk a lot about improving candidate experience; choice is important. When AI becomes the only point of entry, we send a clear message that candidate preferences do not matter. When that message is received, too many qualified candidates can walk away because they value how they're treated just as much as the role itself.
Choice is not just a luxury for the candidate; it's a signal of how the company values people. Giving candidates the option to engage with AI or to opt for a more human-first route respects individual differences in communication styles, comfort levels and expectations. It shows that the company is listening before the candidate even speaks.
The best platforms in the world prioritize user experience through flexibility and personalization. Recruitment should be no different. When you allow candidates to choose their path, AI or human-led, you increase the odds that the most qualified, experienced talent stays engaged.
The future of hiring is not just faster and more efficient, it is also more empathetic, and more candidate-centered. If AI is the engine, choice should be the steering wheel so that we don't lose the most qualified candidate to the dreaded option: the opt out. Timeline
Lastly, why don't we use AI to show the candidate the entire interview process and expected timeline? One key challenge AI can help address is reducing the prolonged time-to-fill that frustrates both companies and applicants.
Allowing candidates to actively engage as equal participants provides a sense of empowerment—something particularly important in 21st-century recruitment.
Sharing the process and expected timeline is a strategic decision that can help attract better talent. Being transparent keeps candidates engaged by letting them know the number of steps involved (e.g., resume screening, live interview, internal assessment, etc.). This enables candidates to better prepare mentally, emotionally and logistically and eliminates frustration. It also shows applicants that you respect their time.
Being transparent with the hiring timeline goes a long way in building trust. This is particularly important for senior-level and for talent that is high in demand.
AI's value in the interview process is instant scheduling, quick analysis, process management and transparency. But why can't we also show each candidate the three-step interview process, allow the candidate to upload a background check and references, ask basic qualification questions 24/7 and set their own timeline for the interview process?
Most importantly, an AI-driven process can provide immediate feedback on application status with notifications including "application received" or "next steps." Some companies might even provide feedback as to why a candidate was not chosen, which can help that individual apply for positions at other companies.
AI creates fairer opportunities, keeps candidates better informed, and provides timely feedback. As AI becomes more prevalent, hiring company processes can improve because learning facilitates the use of past hiring data and outcomes to help find better-fit candidates.
By using AI to improve the candidate experience, hiring managers ultimately improve their own outcomes and reduce the chances of losing top talent and receiving bad reviews. AI is a transformational tool. Let's use it to dramatically improve the hiring process for both sides.
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