Finding the right talent isn’t your only problem as a recruiting firm.
You’re busy doing Boolean searches, emailing, scheduling interviews, meeting candidates, and evaluating them to find the right fit.
And that’s not it. You must stay in touch with decision-makers, share your reports, insights, and whatnot, and then wait for a final decision.
There isn’t enough time and resources to spend on mundane tasks that add zero value to your candidate pipeline. That’s why you need AI hiring tools to remove these bottlenecks and get onboard on a faster, more reliable train.
Plus, as of 2023, 11,957 recruiting agencies actively recruit.
You need to stand out from the crowd, quite literally. And that can’t be made possible if you’re actively neglecting AI in hiring.
AI recruiting tools help source candidates, improve your recruiting tactics, help access top-tier talent, provide a great candidate experience, and make the hiring process more efficient.
If you’re still considering your options, here are 5 ways AI hiring tools can help you stand out, fill that empty candidate pipeline 13784298x faster, and give your candidates a spectacular experience.
One of the most important things you have to take care of when hiring is the pre-hire experience.
That’s when a candidate decides whether or not they want to work for your company or the company you’re hiring for.
It’s a really important factor because recruitment isn’t just a one-way decision—it‘s a two-way street.
If you want to attract the best possible applicants, you have to be the best first.
According to a study, 65% of companies lost great candidates because of lengthy hiring procedures.
It’s like how the saying goes - first impression, last impression.
A prospective candidate will start forming an opinion about your company immediately.
They’ll see how the application process went, how the interview went, and how the entire process kind of pans out.
And with AI, you can improve every step of the process. It’ll help you engage extensively with each candidate, reduce admin work, attract qualified candidates, and most of all, make your job a lot easier.
Here’s what you can do:
We’ll elaborate more on this in the next section.
If you’ve been in the recruitment industry for a long time, you know how important it is to listen to candidates and ask the right questions actively.
You also have to look out for non-verbal cues, like nodding or facial expressions, and be fully engaged in the conversation.
If you’re just nodding and asking the candidate to repeat things while you make notes, it’ll rub off in the wrong direction.
And that’s why you need a solution:
It’ll make your life a lot better.
And here’s proof to back that claim:
Quil has transformed our recruitment process
It streamlines administrative tasks like note-taking, freeing our recruiters to engage more meaningfully with candidates and clients. By saving us hours of administrative work, Quil boosts productivity and lets us focus on building relationships and finding the right talent. ~ Brian Cavataio - Founder & Executive Recruiter.
Sourcing candidates involves a lot of repetitive steps.
You’re basically just spending hours on your screen, repeating the same steps, and adding more candidate information that might not add value to your candidate pipeline.
But with AI, you can automate many of these steps and make quicker decisions.
As a recruiter, you’re most likely familiar with Boolean searches.
But there’s a chance you struggle to create a good Boolean search to find the right candidates.
Based on our findings, a lot of recruiters already use ChatGPT-4o to narrow down a list of boolean searches.
You just plugin the job description, give a prompt to the GPT model, and it’ll come up with a list of boolean searches that you can use.
Agencies using natural language search and automated candidate matching don’t need to do that.
But this can prove to be a useful hack for those who don’t have access to advanced AI recruiting tools.
@https://www.youtube.com/watch?v=Hc8z7HzLUek
AI will do 80% of the work, but there has to be human input to make elaborate decisions.
That means AI tools like GPT-4o will do the work.
But you’ll be responsible for the analysis - validating the quality of the output, adding those candidates to the list, and looking for small anomalies (if any).
Talent acquisition plays a huge role in recruiting firms.
It’s one of the major differentiators when working in the industry.
Thus, assessing is important when you’re looking for top talent.
You wouldn’t want to end up with a wrong hire, begin the whole hiring cycle again, lose resources, and spend tons of money on sourcing valuable talent again.
That’s where AI tools help improve your hiring process.
You can use them to screen candidates, assess their skills, and make faster decisions.
However, AI isn’t ready to screen candidates properly, especially higher-level executive roles.
For instance, if you’re recruiting for a C-suite or manager level, you can’t make decisions using AI. AI needs a lot more context (and a lot more brain) to make a decision.
It can, however, help out with the assessment part.
Like sending out automated assessments and sharing the results with you.
@https://www.youtube.com/watch?v=Hc8z7HzLUek
Thus, assessments are a better spot that AI can replace rather than screening candidates.
Recruiters have a lot of tasks on their plate.
The last thing they need is more tasks, especially when they can be automated.
You can use several AI recruiting tools to help with many things.
Let’s take some examples here.
These tasks might not seem much when you’re just reviewing the overheads. When you break down each task, you realize how much work goes into every sub-task.
So, if you’re not using automation to boost your internal (or external) processes, you’ll miss out on many opportunities.
In recent years, we’ve seen a massive change in recruitment strategies.
Traditional recruitment marketing routes cater to direct marketing, such as posting ads in mediums like newspapers, billboards, etc.
Times have changed now.
Today, recruitment marketing is about relevancy, engaging content, and positioning your company as the subject matter expert in the field.
And AI recruiting tools are exceedingly effective when establishing that narrative for your company.
Here’s a peek at how AI helps your recruiting firm standout:
AI improves your lead generation processes, it helps you increase revenue and lock in prospective clients (if your offer is compelling enough).
Plus, it helps different departments to work together, like sales and marketing.
For instance, customer segmentation is a huge step for both sales and marketing teams. AI can help segment these leads based on different characteristics, improving personalization and targeting.
Recruiting firms need to make decisions based on proper data, not random decisions without a concrete foundation.
AI not only helps to make data-driven decisions but also predicts insights that help accomplish hiring goals.
For instance, it can help calculate a candidate's success likelihood, or determine what strategies will yield better results for the company.
Of course, intuition and context play a considerable role here. However, you can always integrate AI into your recruiting process to understand different data points and make decisions.
We’re always looking to “attract the right talent” - it’s a cliche phrase recruiters hear almost every day.
When you view this statement in retrospect, candidates look for companies that “offer value, a good environment, and great experienc.”
A good compensation isn’t the only thing a potential candidate will be after. Candidates start their evaluation right from the application process - and that’s where you need to make sure you’re standing out.
Thus, as part of providing a great experience to your candidate, you have to work with automated AI tools like AI note-takers, assessment tools, etc. to provide a holistic experience.
Without automation, you’re not providing any exceptional value to both the company and the candidate.
Quil is an AI notetaker for recruiters that automates the manual recruitment process for recruiters and large hiring agencies. It counters redundant admin tasks like note-taking during interviews and manually updating the Applicant Tracking System (ATS) post interviews. Plus, it integrates with your favorite platforms like Zoho Recruit, Lever, Top Echelon, HubSpot, and Salesforce, making the entire hiring process feel like a breeze.
You won’t have to manually take notes and worry about updating your ATS. plus, you’ll have a transcription ready for your whole meeting, with key points, summaries, and categorized information. That way, you can fully focus on the meeting without noting down anything.
There are dozens of AI tools you can choose from. However, you’d want to focus on the usability and practicality of the tool, how it integrates with your ATS, the number of integrations it offers with other hiring tools, and how it improves the candidate experience.
Quil serves as a meeting assistant. It’s an AI note-taker build specifically for recruiters. It helps you cut down on admin work, helps you with updating your ATS, and makes effective meeting notes so you can concentrate on talking with the candidate and focusing on the interview.
Yes, Quil integrates easily with other recruiting tools like Bullhorn, Zapier, Hubspot, etc.
