The term “AI-powered” recruiting is making huge strides in every industry. It’s literally everywhere.
And for good reason too. It helps automate mundane processes, reduce your “dino” work (aka manual tasks), and lets you enjoy your lunch break without worrying about updating your candidate logs.
But is it here to replace your recruiting role?
In short, no.
Recruitment companies always want to cast a wider hiring net. And now that the opportunity presents itself, they’ll do just that.
In fact, most computer science experts don’t think the “AI takeover” will happen anytime soon.
Every organization plays a unique role, and only a recruiter who understands the industry's nuances can make those decisions.
Besides, recruiting is about interacting with humans, not AI meeting assistants. They’re only there to lend a hand.
But let’s elaborate on this more.
76% of HR leaders say that not adopting AI in the next 1-2 years will pose significant problems for their organization.
Imagine, if you don’t “embrace” AI for your “dino” work in the next 6 months, what’ll it cost you?
Recruitment is already a time-intensive process that demands a lot of resources.
You’re sourcing candidates, screening them, interviewing them, updating your ATS, and doing all these small tasks that take up a lot of time.
And with recruiter-centric solutions like Quil’s AI notetaker, you don’t have to worry about anything.
Quil’s note-taking & seamless integration with our ATS has saved us 15-20 minutes per interview, making our workflow smoother and more efficient. The ease of use and accuracy are top-notch—I’ve already recommended Quil to several colleagues, and it’s made a real difference. ~ Jen Barnett, VP of Strategic Search.
Let’s look at more examples of how AI meeting assistants can help with recruiting.
You’ll spend up to 30 hours a week on admin tasks (or dino work) as a recruiter.
And one of the biggest blockers at this time is screening resumes.
Sifting through 100s of resumes is just more work on your plate.
The first step should always be taking assistance from your AI meeting assistant.
Once it narrows down the number of resumes, you can move on to the human check and see how the candidates that passed the filter perform
@https://www.youtube.com/watch?v=YNSORFOZ8pY&list=PL-VcUkJMDUf--_Hpwpg6omtOR4t9zJAXC&index=5
Most candidates are likely to report a bad candidate experience if they don’t get timely updates.
Everyone wants their time to be respected.
And when you’re part of the recruitment industry, you can’t compromise on these small “updates”. Good candidates have dozens of other offers because everyone’s looking for the “best of the best” in the herd.
That’s where chatbots help. These serve as AI meeting assistants and bridge the gap in those timely updates - so candidates know you’ve received their application and expect a certain timeline.
Plus, they’ll be there 24/7 to manage inquiries, schedule follow-up interviews (if any), and more.
Another thing that AI recruiting tools help you with is predictive analytics.
These “analytics” can be anything - from predicting a candidate's likelihood to succeed in a role to estimating how long they might stay with the company.
However, they aren’t fully accurate (obviously). They’re just a good indicator of how a candidate will perform based on their data.
The ultimate decision is up to the hiring manager. AI can’t overshadow that expertise.
AI notetakers are one of the best ways to automate your tedious tasks.
You know, the manual updates to the ATS (that you spend hours on), the submittals for each candidate, and the manual notes during an interview that look like doodles.
Quil helps with all that (and more). It’s not a simple AI notetaker - it’s an entire recruitment workforce that makes your job much, much easier.
We’ve all heard the question: will AI replace your role?
If your role is purely administrative, then yes, it can.
Now, this is not to instill “AI is coming for your job” fear in you.
But you should start if you’re not doing anything about upskilling or befriending recruiting tools like AI notetaking apps.
AI isn’t a threat - it just makes your processes smoother - so you can focus on tasks that hold value (and not repetitive work). But let’s shed more light on this topic.
What you have to understand is that AI is just another algorithm. It’s far from driving contexts, ensuring the algorithm is fair, or if it's explainable or not.
To put it simply, AI helps with agile recruiting solutions. It can’t manage tasks on behalf of a hiring manager and make all the decisions (and tank your company).
Here’s where AI can’t play a role:
Hiring managers struggle to express what they look for in a candidate.
They’ll go around the block and circle back to the same point.
So, to get answers, a skilled recruiter will need to ask the right questions.
AI can’t have those insightful conversations.
It can only produce generic results from its training data. And even if you manage to populate its LLM (i.e. its brain) with lots of knowledge, it won’t drive the same results.
A candidate can spot an AI-written job description (without any tweaks) from a mile away.
Those JDs that purely depend on AI are of no use. They lack character, they don’t entice your ideal candidate, and they don’t look an appealing offer.
It takes insight into the company, the team, and what sets the role apart to create the perfect JD.
AI can help with the basics - but it can’t position the offer like a human.
Many managers don’t self-serve with ATS or handle logistics themselves.
They need human recruiters for ongoing conversations about candidates, roles, and processes.
AI can’t replace the human experience hiring managers need. They won’t talk to a robot (even when it's a human in a robotic voice).
Emotional Intelligence or EQ is like your IQ - only more necessary. It revolves around some of the most undermined but very important skills in recruitment, like self-awareness, motivation, empathy, and social skills.
A lot of times, we tend to completely negate emotions in our decisions. What we fail to realize is that every interaction depends on “emotion”.
A recruiter with a good EQ can make the entire candidate experience more enjoyable, less stressful, and more impactful. AI can’t do that.
They understand nuances, know their way around them, and identify candidates who resonate with them.
Here’s how:
Candidates who like your company and have good experience are 38% more likely to accept an offer.
When you help create a safe space for them to talk about their past job experiences or anything relevant, it helps both you and the candidate.
You get to have insights you wouldn’t have otherwise. And the candidate won’t shy away from sharing anything and talk confidently.
Plus, making a change is stressful. Even applying for a new role is stressful. Showing empathy helps candidates weigh their options and be more confident in their decisions - something AI can’t help with.
AI can’t help with conflicts. And they’re bound to happen. They might originate from the hiring manager, the candidate, or someone else within the concerned circle.
That’s where your qualities as an empathetic human show.
Plus, EQ also helps when it's time to give “constructive” feedback. You have to pinpoint the areas where the candidate can improve, or when your hiring manager asks for an opinion on any recruitment process.
AI can handle discrepancies or help out with bottlenecks - but it can’t build any relationships with humans. It can’t resonate with them, or just have a human-to-human conversation.
It’s strictly limited to its training data. EQ is something only humans bring to the table. It builds trust and improves collaboration for the entire team.
60% of organizations use AI for talent management. And the usage will only grow from here on as AI gets more sophisticated.
Here’s how AI will impact recruitment processes (in a good way):
AI helps you focus on a database-first mindset. What this means is it helps you with automated sourcing, improves job matches, and speeds placements. But how? C
Currently, 70% of candidates come outside the database. The catch here is that 66% of those candidates already existed within that database - leading to duplicated efforts (and unnecessary tasks).
A shift in mindset (and a bit of help from AI) helps avoid this duplication of effort.
AI also helps with “predicting the future”. These aren’t entirely accurate but they give you a good idea of how a respective candidate will perform.
You can use past data, industry growth, market demand, and a bunch of other factors to see how a respective role will pan out.
Whether you’re hiring for a technical position, a customer-facing role, or anything else - you’d want to see if a candidate has some basic qualities.
The best way to assess this is through candidate assessments - they have mixed reviews, but they do add another layer of factoring decisions before you make the final one.
Plus, these assessments also reduce any human bias - so you can access a larger pool of talent.
@https://www.youtube.com/watch?v=YNSORFOZ8pY&list=PL-VcUkJMDUf--_Hpwpg6omtOR4t9zJAXC&index=5
When managers focus more on admin tasks, they have less time to spend on strategic thinking or paying attention to other important errands.
Tools like AI notetakers, AI screening tools, and other recruiting tools help eliminate admin work and speed things up.
The main role AI has is to complement your recruiting efforts, not overtake them. It’s not here to replace your role, but only to assist you in processes like manual updates, making meetings easier with AI notetakers, and other small tasks that can be automated.
For instance, AI can’t convince a passive candidate to make a move, leap, and switch jobs. This is where human recruiters have the advantage - they know how to empathize, convince, and instill enough trust in their conversation so the candidate makes a move.
And that part can never be replaced by an AI bot.
