The market is full of new AI recruiting tools. I see a social media post, a press release, a blog post, or a whitepaper for a new AI tool for recruiting every day (Thank you Google Trends). All of the standard platforms we're used to using are adding AI solutions to their existing suite of tools, and new AI recruiting companies are being launched weekly. But with innovation happening all around us, what's the benefit of these tools and why is everyone so quickly adopting them?

If you think about the benefits of AI, the core systems operate like a filter allowing you to ask questions of large datasets to find trends, patterns, and insights. The same can be said for AI in recruitment examples - artificial intelligence can filter through hundreds or even thousands of resumes and applications quickly, providing you with a shortlist of candidates that meet your desired criteria. This not only saves time but also increases the efficiency and accuracy of the recruitment process - and that's just in candidate identification and applicant pool development.

One example of an AI recruiting tool that's incredible at helping you find great candidates is HireEZ. HireEZ is a platform that uses predictive modeling to identify top candidates based on their skills and experience. The platform offers features like automated job postings, and targeted candidate outreach, and even automates the interview scheduling process.

Once a potential candidate has been identified, another AI-powered tool, called Pillar, can help you define if they're the right fit for your open role. Pillar's interview intelligence is based on psychometric assessments, enabling hiring managers to make data-driven decisions when evaluating candidates. This AI for recruiting scores and assesses candidates objectively and is one of very few truly DEI-focused platforms.

This leads us to the next point. Another major benefit of AI recruiting tools is their ability to reduce bias in the recruitment process. Human interviewers can experience conscious and unconscious biases in interviews. Studies show that upwards of 80% of interviews are affected by bias in some way, making it a pressing issue in the recruitment process.

This is where AI recruiting tools can make a remarkable difference. By leveraging predictive analytics and machine learning, these innovative tools can effectively mitigate bias, ensuring fair and objective evaluation of potential candidates. AI recruiting tools not only increase efficiency but also promote diversity and inclusivity in the workplace.

As you can imagine this step toward an equitable hiring process can not only increase the likelihood of finding great candidates, but it also primes your company for huge shifts towards a more inclusive culture where people can do great work.

Best AI Recruiting Tool

Many brands are marketing themselves as the "Best AI for recruitment." As I've already mentioned, I see blog posts, press releases, and social media posts almost daily with headlines that include something like, "The Best New AI Recruiting Tool."  So, how can you determine which one is truly the best? The answer depends on your specific recruitment needs and goals.

For example, if your company regularly hires for technical roles, then an AI recruiting tool that focuses on skills assessment and predictive modeling would likely be the best fit. On the other hand, if diversity and inclusion are a top priority for your organization, then an AI recruiting tool with advanced bias mitigation and interviewer coaching features would be a better choice.

It's also important to consider the overall user experience and integration capabilities of the AI recruiting tool. Will it easily integrate with your current applicant tracking system? Is it user-friendly for both recruiters and candidates? These are crucial factors to keep in mind when determining the best AI recruiting tools for your organization.

Another factor driving this label of being "the best" is the relationship that we have with Google. We're all busy- and, we want near-instant solutions to the challenges that we're facing. So if we're searching for something, we don't want to waste time filtering through the list of 100, we want the #1 option, the best! Identifying yourself as the best at something usually means that you get more attention, and that increased attention can help Google push your solution to the top of the results, either way, it's a win-win.

Now that the "SEO class" is over, back to identifying the best AI recruiting tools for your organization.

When considering which tools to add to your recruiting tech stack, start with a thorough needs analysis. This should account for the industry you're in, the types of hires you'll be making, and any unique challenges or goals your organization may have. From there, research the available AI recruiting tools and assess how well they align with your needs and goals. Don't just go for the buzzwords or marketing tactics - truly evaluate each tool based on its features, integrations, user experience, and overall value.

For instance, if you're struggling with employee retention, and you've got great managers (these two do seem to go hand in hand), then interview intelligence or performance management and employee feedback tools may be right for you. If you're struggling to find the right people for your open roles, you may need to look at tools like HireEZ and Paradox's Olivia.

Ultimately, the best AI recruiting tool for your organization is one that meets your specific needs and aligns with your values. Once you have a few solutions in mind, a careful evaluation of them will help you find a tool that will not only save time and increase efficiency but also promote diversity, inclusivity, and fairness in your recruitment process.

So don't just jump on the "best AI" bandwagon - take the time to determine which tool is truly best for your organization's unique needs and goals.

New AI Recruiting Tools

As we've already established, new AI recruiting tools are everywhere today. If you're paying attention you're probably being inundated with notifications on LinkedIn, Google Alerts & Trends, in the news, and across all of your social media feeds - so let's dive into some of these new tools and talk about the future of AI for recruitment.

But first a little history. AI has its roots in the mid-20th century when pioneers like Alan Turing and John McCarthy first proposed the idea that machines could simulate human intelligence at The Dartmouth Conference. Over the decades, AI has evolved from rule-based systems more akin to "if-then" scenarios than intelligence. As the algorithms increased in sophistication, we began to see the power of machine learning and deep learning models.

The shift from traditional AI to generative AI was driven by advances in neural networks and computational power. Traditional AI operates within predefined rules and algorithms, while generative AI models, like Claude2, GPT4, and Generative Adversarial Networks (GANs), are capable of creating new content, learning from data, and improving over time. This shift has unlocked a whole new level of innovation, allowing AI to produce output that's not just based on input, but also new ideas and concepts.

How does this apply to recruiting? Well, generative AI for recruiting can help hiring managers, HR professionals, and recruiters by automating tasks like candidate sourcing using natural language processing (NLP) and recommending the best-fit candidates based on skills and qualifications using tools like interview intelligence. It can also assist with creating job descriptions that are more inclusive and free from bias, leading to a more diverse pool of applicants. Once candidates have been identified it can schedule them for interviews, automate candidate/ interviewer email introductions, and even prompt interviewers with interview questions.

As you can see, AI-powered recruiting tools, especially those that use generative AI models are revolutionizing your top-of-funnel candidate tasks. When you get deeper into the hiring process AI tools can record and transcribe interviews making them searchable and indexing certain points of interest for various team stakeholders. Powerful stuff!

So what's next for AI? What are the future tools in development being brought to market in 2024 and what can they do? In reality, the sky is the limit. Everyone is keeping their 2024 plans pretty well under wraps but expect to see AR and VR play a bigger role in hiring in 2024. Also, keep an eye out for AI tools on the predictive analytics side that use machine learning to uncover factors negatively affecting interviews - things like, unconscious bias in hiring and decision-making processes. And, let's not forget about automation. Imagine having your entire recruiting process automated from start to finish, with AI-powered tools handling everything from job postings and candidate sourcing to onboarding. It's no longer a far-fetched concept - in fact, it's one step from being reality.

So, as we continue to see advancements in AI technology for recruiting, organizations need to stay informed and adapt their processes accordingly. Don't get behind on these tools if you want to compete for top talent in 2024.

If you're struggling with inefficient hiring processes or finding the right talent for your organization, we'd love to connect with you. Book your demo today and see how Pillar's Interview Intelligence can help streamline your recruitment process, enabling you to identify and hire top talent with ease.