How Artificial Intelligence Is Optimizing the Hiring Process

Automated technology has had a massive impact on various industries throughout the past few years. The HR field is experiencing perhaps some of the most significant changes. Without automated technology, sifting through numerous applicants and identifying the best fitting candidates is a time-consuming and strenuous job. However, the development of artificial intelligence in HR technology brings significant help to recruiters’ biggest challenge. Automation is able to reduce workloads for recruiters by auto-screening candidates based on certain keywords or criteria. This eliminates the redundant and time-consuming task of manually sorting through resumes, which increases both efficiency and precision.


Reducing the amount of time spent reading and sorting through applicants allows recruiters to focus more energy into the candidates themselves. The computer is able to take on the routine and mechanical processes, leaving more time for recruiters to engage with their candidates. Of course, no machine can replace a recruiter’s ability to think critically, form valuable connections, and engage in rational decision making. However, machine intelligence can alleviate the more arduous steps in the process to improve recruiters’ efficiency.


In addition to optimizing the tasks of recruiters, artificial intelligence also allows for a more personalized hiring process for candidates as well. AI systems can be programmed to deliver the most pertinent opportunities to potential applicants based on their experience and interests. This can help companies draw the most relevant candidates into their applicant base. With this tailored content alignment, AI can serve as the perfect matchmaker in the hiring process.


AI’s ability to evaluate potential candidates’ previous job experience allows it to determine not only the most relevant candidates, but also the most highly qualified individuals for any specific role. AI is able to identify data from the most high-performing employees in previous roles, allowing for the utmost precision in determining candidates’ skill levels. Measurable performance data is perhaps the best way to evaluate a candidate’s competency, making for a much easier interview process for the recruiter.


While artificial intelligence provides a clear benefit in determining the qualifications of candidates, it also provides another less obvious, but extremely important, benefit: eliminating unconscious bias in the hiring process. All humans have an inherent inclination towards bias––an unconscious prejudice in favor of or against a particular thing, person, or group. Although unintentional, it is very prevalent in the hiring process and therefore detrimental to various societal groups. AI is able to reduce bias in the hiring process by screening only for the necessary skills and qualifications for a certain position, disregarding other societal or cultural factors that may have the potential to influence a recruiter’s decision.


Automation and artificial intelligence have already made significant changes to HR operations across the globe. However, it is still growing and improving every day. While AI can optimize many HR processes, it should always be used as a complement to real human talent. Finding the perfect balance between the two is the key to an efficient, fair, and engaging hiring process.