AI in the Hiring Process: A Tool for Technical Recruiting

September 13, 2022
|
Artificial intelligence businessman evaluating prospective candidates in a futuristic looking workspace

Artificial intelligence (AI) is becoming more prominent in everyday life. Hiring teams and managers can use artificial intelligence as a toolset for assessments and onboarding to create a seamless process for the candidates and the employees. Learn to utilize AI in the hiring process to get in front of the competition and hire the most qualified candidates. 

What is Artificial Intelligence?

First, you must understand the fundamentals of AI. 

Artificial intelligence is a system or machine of code made to perform tasks that are normally performed by a human mind. Despite media depictions, artificial intelligence does not involve a robot taking over the world. There are many types of artificial intelligence, and all serve various functions. Artificial intelligence can be software running in the background to create targeted advertisements for parents to find the best food for their children. It helps humans perform tasks more efficiently and much more. 

In particular, AI-powered recruiting is becoming more common. The Information Age has taught humans how to put technology, specifically AI, to work for them. AI can help the hiring process run seamlessly, promoting better candidates with more understanding of their capabilities going into the onboarding process.

Benefits of AI in Hiring Processes

The hiring process is foundational for many companies. Unfortunately, this foundation is not always perfect, and those cracks can hurt the company in later stages. If the hiring process does not provide the proper insight into each candidate, the new hire could be unqualified and fail to fulfill the job duties as needed. Fortunately, some of these pain points can resolve themselves if hiring teams use AI in hiring processes. 

  1. Tight Deadlines & Not Enough Time

Comparing candidates can take a long time. Take-home test results have to be compared along with face-to-face interviews. Weeding out candidates can take longer than actually assessing them. Sometimes teams don’t have enough time for this process. Workloads build up and existing employees get burnt out. Luckily, AI can automate grading take-home tests. At the end of the automation, the highest results will be all you have to compare. This way, the hiring team can offer potential candidates positions faster and start onboarding. 

  1. Accurately Assess Weaknesses

Sometimes red flags can be hard to identify. Candidates emphasize their strengths during interviews. They won’t offer negative information unless asked directly about weaknesses. Without assessing the weaknesses of a candidate, problems may occur during onboarding or after hiring. 

Artificial intelligence can help identify these red flags. AI can recognize a history of job hopping or gaps in employment that may not be addressed on their resume. Using AI in hiring processes can also help identify when a candidate commits fraudulent behavior on assessment tests. It will alert hiring managers to users' copying and pasting answers. 

  1. Accurately Assess Soft Skills

A lot of interview assessments put more emphasis on hard skills than soft skills. While hard skills are necessary for technical positions, soft skills are big determining factors that separate great candidates from others. 

Coding is a hard skill, but most non-coders are unaware that coding requires a lot of creativity. Like math, there are many ways to solve a problem through code, but different methods depend on specificities like efficiency and critical thinking. Programmers need creativity to write functions that fit the system's necessities best. 

It’s also common to see soft skills analyzed in an interview separate from hard skills. This division takes up too much time and doesn’t analyze them in sync. While working in technical positions, soft and hard skills will be used together; therefore, it’s best to analyze them together. 

Can the candidate use their soft and hard skills interchangeably?

Does the candidate have interpersonal skills?

Is the candidate good at communicating difficult concepts?

Artificial intelligence can assess soft skills alongside assessing hard skills. AI resume screening takes resumes in real-time submission and assesses skill sets that a human may look over, like soft skills. This provides benefits for candidates as well. If the candidate is not qualified, the AI resume screening will notify them. If the candidate is qualified, it will notify the hiring manager that a promising application is in place. 

Integrating AI in Hiring Processes

AI in hiring processes benefits the assessment's quality. With automated grading functions, detection of weaknesses, and assessment of soft skills, artificial intelligence can fast track your hiring process and onboarding process while guaranteeing candidates' integrity and quality. Want to improve your hiring process and implement artificial intelligence? Check out Filtered. 

Filtered is a leader in skill-based, data-driven recruiting technology. Our end-to-end hiring platform enables you to focus on skills, spend time reviewing the most qualified candidates, and streamline workflows. We’ll help you humanize hiring while applying data-driven techniques to select the right candidates. To get started, contact our team today or register for a FREE demo.