Artificial intelligence and machine learning play a major role in HR software. It’s these features that can automate certain tasks, saving hiring managers and HR professionals valuable time. While it’s important to consider AI in your ATS, it’s a good idea to know exactly what it can do. Understanding this feature can help you to ensure that your software makes the most of the advantages that come from using AI.
What Is AI?
AI stands for artificial intelligence and is when software or a computer displays cognitive functions that we typically associate with the human brain. These functions can include learning, reasoning, perception, and more. The most obvious artificial intelligence is a chatbot because humans can actually interact with one. However, most software and even Google’s search algorithm involve artificial intelligence.
What Is Machine Learning?
Machine learning is a type of artificial intelligence. This form of AI involves algorithms that are designed to look for patterns and trends in data and then make predictions and even recommendations based on that data. This is how Google produces results for a search. Its algorithm is trained on data and uses it to match user queries to the best possible results. ATS platforms can similarly use machine learning to do things like parse resumes.
What Role Does AI Play in an ATS?
In an applicant tracking system, artificial intelligence is what powers the repetitive tasks that hiring managers would otherwise have to do manually. For example, without AI, someone would have to sort through resumes and applications by hand and look at each one. AI is what allows you to set filters to parse through resumes and deliver only the most qualified applications to the hiring manager. It’s also AI that helps to manage communications and automates reminders for follow-ups and more.
What ATS Features Use AI?
Applicant tracking systems frequently use artificial intelligence for the following features:
Resume Screening
Without AI, you may be able to search applications and resumes for keywords. Artificial intelligence can improve upon this process drastically, however, by automating the filtering process. Instead of searching for one keyword at a time, the AI can apply multiple filters for things like education, skills, and experience and flag the candidates that meet those criteria.
Candidate Ranking
AI can also rank candidates based on criteria that you set. This makes it easier than ever before to find the best possible candidates, not just suitable ones. The AI can learn over time based on which candidates you hire to better match applicants with roles in its rankings.
Communication With Candidates
AI can also be incorporated into the interface of your software, making communication smoother. For example, a conversational interface like a chatbot could handle answering questions candidates may have on your behalf.
Scheduling Interviews
It can be time-consuming to work out everyone’s availability, especially if there is more than one interviewer. AI can help to determine when everyone is free and schedule interviews accordingly. This can help hiring managers stay organized when juggling multiple candidates, who may need more than one interview at different stages of the hiring process.
Jobs Posting
To reach the greatest number of candidates, it’s important to post a job listing in as many places as possible, from jobs boards to social media platforms. AI can also help you to craft the job listing, which functions as the candidate’s first impression of your company and the position. The wrong wording could drive away qualified candidates.
Video Interviews
While video conferencing software has long been used to conduct interviews, it’s more common now than ever before. After the COVID-19 pandemic saw a rise in remote work and globalization before that increased the number of workers abroad, many interviews were conducted virtually. AI can enhance video interviewing software by looking at a candidate during the interview and analyzing things like their body language, facial expressions, and tone of voice.
What Are the Benefits of AI in ATS?
There are many reasons why an applicant tracking system with AI incorporated can benefit organizations. These range from quicker time-to-hire to better candidate matches.
Cost Savings
Employee turnover and the hiring process cost money. Using an ATS that incorporates artificial intelligence can help companies save on these costs by helping hiring managers more easily find not just suitable candidates but the best possible candidates. AI can also reduce the time it takes to fill positions by more quickly sourcing candidates and parsing resumes.
Faster Time-To-Hire
The longer a position goes unfilled, the longer other employees have to pick up the slack or tasks go incomplete. This can increase the risk that more staff members might choose to seek employment elsewhere due to the stress and increased workload. The company could also lose money if tasks are completed more slowly or not at all due to understaffing. An ATS with AI can significantly reduce the time-to-hire, solving these issues.
Improved Candidate Experience
The hiring process isn’t just to determine which candidates are best suited for your company. The candidate is also interviewing your organization to ensure that you’re the best fit for them, too. The job posting or careers page is the candidate’s first impression. Every interaction either with your ATS or with someone from your company contributes to that. A good candidate experience throughout the hiring process can make a difference when it comes to hiring top talent.
Better Matched Employees
AI can also help ensure that your employees aren’t just qualified for the role but are the best possible match. Filters and resume parsing tools can reduce the likelihood of hiring someone who isn’t quite the right fit. Over time, the AI will become even more effective as it learns from your hiring practices which candidates were successful and which weren’t. It can also help to reduce false positive matches and false negatives.
Increase Diversity
Everyone has unconscious biases and hiring managers are no different. However, this can result in inadvertently missing out on top talent. Using an ATS with AI can help to reduce this problem as long as the filters are set up correctly. AI can also help to word job postings in such a way that they don’t cause candidates to disqualify themselves before even applying.
Saving Time
HR professionals are very busy people. ATS platforms should make their jobs easier and AI can do that even better. Certain repetitive tasks can be automated, taking that work off of HR’s plate. AI can also help to keep everyone organized with timely notifications and reminders and keep both HR and candidates in the loop.
