AI in recruitment

AI in recruitment supports HR managers in the efficient selection and management of applicants. The uses range from the optimization of job advertisements and the improvement of email templates to the use of chatbots and automated applicant screening. In this article, you will learn about the advantages and challenges associated with this.

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Definition

AI in recruitment stands for the use of artificial intelligence to support HR managers in the efficient selection and management of applicants. Companies can use AI tools and technologies to optimize the selection process. You gain valuable insights to find the best talents for your vacancies.

Advantages of AI in recruitment

Increased efficiency: AI in recruitment automates time-consuming tasks, saving HR teams time. For example, suitable job postings can be formulated more quickly and emails can be created more personally and in the style of the applicant.

Faster hiring: Accelerated processes reduce the time it takes to recruit new employees.

Improved candidate experience: Personalized interactions and faster feedback make applicants feel better looked after.

Uses of AI in recruitment

AI can help to formulate job advertisements in such a way that they appeal to more applicants by analyzing the text and recommending formulations. This leads to more effective advertisements and a better reach on the job market.

Possible prompts for ChatGPT & Co.

  • Which keywords or phrases should be emphasized in my job advertisement for job profile xy to increase visibility and relevance?
  • What elements should be emphasized in my job advertisement for xy to attract the interest of qualified professionals?
  • Are there any recommendations for optimizing ad titles to attract the attention of applicants?
  • Can you check my job advertisement for gender conformity and make recommendations for improvement?
  • Can you review my job advertisement and make recommendations to improve readability and comprehensibility?
  • Can you give me feedback on the tone and style of my job advertisement to make sure it appeals to the right audience?

You can use AI to create appealing email templates for communicating with applicants. AI can help optimize the tone and content of emails to better resonate with recipients. This leads to more efficient communication in the recruitment process and improves the candidate experience.

Possible prompts for ChatGPT & Co.

  • Can you help me with the wording of an inviting email to a candidate who is invited for an interview?
  • How can I write a polite rejection email to a candidate who has not been selected for the job?
  • Please give me advice on how to write a follow up email to a candidate to let them know the status of their application process.
  • How do I formulate a thank you email to a candidate who has been successfully hired to welcome him and discuss further steps?
  • Could you help me design an email to candidates to ask for feedback after an interview?
  • How do I write a polite email to a candidate who has withdrawn the application to thank him for his interest and wish him well?
  • Please help me to write an e-mail to candidates to inform them about current job opportunities in our company.
  • Can you help me write an email to candidates to give them detailed information about the onboarding process and first day on the job?

Companies use AI-driven chatbots to support applicants around the clock, answer questions and provide information about the application process.

AI can efficiently analyze applications and identify the most suitable candidates based on qualifications and experience. This speeds up the selection process.

The Dualoo team advises particular caution here. The danger of machine learning bias in AI should not be underestimated. Prejudices that exist in the training data are adopted 1:1 by the AI. For example, women may be considered less than men and light skin types may be preferred to darker skin types. Therefore, always check with a human eye which candidates the AI would reject.

One possible solution is that the training data set does not contain any personal data (in particular age, gender, ethnic origin, religion, sexual orientation or disability) and/or the applicant data sent to the AI for automated pre-selection does not contain any personal data. Use your right to information vis-à-vis the software providers to minimize this risk.

AI makes it possible to create personalized interactions and communication with applicants, which increases candidate retention and engagement. Try out the prompts from the “Optimize job advertisements” and “Improve mail templates” uses and adapt them to your candidates and jobs.

AI can analyze recruiting measures and identify improvements. AI can also be used to generate ideas for campaigns, content or even images.

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Practical tip: Do not accept the texts and suggestions you receive without correcting them. Stay authentic and check the content, writing style and tone of voice. You will achieve the best results if you enter into a dialog with the AI bots and refine the answer with further instructions and restrictions.

Tips & tricks for implementation

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  • Set clear goals: Define clear goals and expectations for the use of AI in recruitment.

  • Team training: Provide training and support for HR employees to promote the acceptance and effective use of AI.

  • Observe data protection: Make sure you comply with data protection guidelines and communicate transparently with applicants about the use of AI.

  • Regular evaluation: Regularly check the performance of your AI tools and adapt them to changing requirements.

  • Combination of AI and human expertise: Use AI as support, but retain human expertise in the selection process.

  • Ethics: Establish clear ethical guidelines to ensure that AI is used in line with your company values.

  • Increase data protection & reduce prejudice: Clarify whether personal data is sent to AI and whether this could lead to discrimination.

Challenge: From ethics & data protection

The data on which the AI makes its decisions already contains assumptions and prejudices that shape us humans and our data sets. So if a data set is already designed for a race, gender or age group, the AI cannot make any new or creative decisions. It is therefore important to ensure that AI statements and decisions are fair and non-discriminatory.

The use of candidate data must comply with the applicable data protection regulations.

Companies should be transparent about how AI is used in recruitment. Overall, transparency helps to minimize concerns and uncertainties and create an understanding of how AI is used in the recruitment process. This promotes the confidence of applicants.

Dealing with rejected applicants requires sensitivity and ethical guidelines. Automating rejections with AI can save time, but the human aspect should always be taken into account. The experience for rejected applicants should be respectful, appreciative and individualized wherever possible.

Employees should be trained in ethical and data protection issues. This enables them to make conscious and responsible decisions when using AI tools, analyzing data or interacting with applicants.

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Conclusion

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AI in recruiting offers a wide range of benefits, from increasing efficiency to improving the candidate experience. However, companies should also keep an eye on the ethical and data protection-related challenges and define clear guidelines for the use of AI. Human expertise is still crucial to ensure that AI systems are used and interpreted appropriately. With the right strategy and training, HR leaders can successfully integrate AI into their recruiting practices and more effectively identify and attract valuable talents.

Digitize your application processes with Dualoo – the E-Recruiting software for SMEs.

The following companies use Dualoo for their applicant management: