Artificial Intelligence and Recruitment

AI and Recruitment (2) - Copy

Artificial Intelligence

Artificial intelligence studies and develops computer systems that can copy intelligent human behavior. It was founded as an academic discipline in 1956 and still has applications in various fields and disciplines, one of them being recruitment.

AI is helping recruiters make quick and accurate decisions, ensuring organizations find the right candidate. There can be thousands of applications for a single vacancy in an organization. This is where AI can help TA filter the right candidate for the job.

Importance of AI in Recruitment:

An HR has to go through thousands of resumes and then shortlist ten manually. Instead, the recruiters can use ATS (Applicant Tracking Systems), which helps them filter through these resumes and choose the candidate fit for the role. It enables HR to concentrate on strategic, long-term objectives.

One of the challenges that organizations faced during the pandemic was the virtual hiring process. Recruiters now realize that investing in AI-driven technologies is required to stay competitive and lure talent.

Challenges of applying AI in recruitment:

1. Data used by the system

AI makes decisions based on the data fed into the system. Therefore its accuracy depends on the quality of the data.

Businesses should select a technology partner whose platform is fed by an extensive network of recruiters, candidates, employees, and job descriptions since this network provides the data required for effective AI.

2. Bias

Since AI systems depend on the data fed into them, one must be careful of any bias discovered during the hiring process and introducing it to the system. For ex., the system might choose candidates based on their geographic area or academic background.

3. Securing buy-in

While technology will undoubtedly make people’s lives easier, it is always tricky to ask people to change. It’s crucial to underline that recruiters’ tasks will involve human interaction and human-based decision-making because they may be reluctant to adopt AI because of worry that their positions will become automated.

Before launching, leaders should offer live demonstrations, training opportunities, and opportunities for feedback. They should also find change advocates who can assist spread excitement about the advantages of the technology. When it comes to preparing all employees for change, change champions will be essential.

Tools for AI Recruitment:

Candidates and recruiters both benefit from AI-driven processes by reaching their objectives quickly. Personalization, search, and insights are three fundamental features powered by AI.

By using information such as the candidate’s profile, search history, similar job descriptions, and locations, AI drives tailored candidate experiences on firm employment sites. 

It also helps recruiters to find new talent and previously qualified prospects.

Organizations also use AI chatbots to speed up the recruitment process. These chatbots have personalized dialogues, engagement, job searching, screening, and scheduling features. 

How Can AI Support Diversity, Equity & Inclusion Initiatives?

The human brain is biased and can affect our judgment at various times. AI-driven systems can provide awareness and transparency that supports recruiters, helping them make better decisions. AI gathers insights, trends, and patterns before elevating that data and delivering it to the appropriate audiences. 

How Will AI Change the Role of the Recruiter?

Some people have concerns that AI will take over the role of a recruiter in the future. However, that is not the case. AI will only help TAs make better hiring decisions and help them save time by automating certain tasks. 

AI can relieve recruiters of mundane and administrative work and help them make more efficient decisions quickly. The improved recruiter will be able to: 

  • Be more proactive: AI will provide recruiters with the data insights and window of opportunity to implement strategic hiring techniques rather than just backfilling unfilled positions.
  • Emphasize developing relationships: Recruiters can spend more time with the best prospects if they have more time in their day, going beyond a CV to find opportunities and culture fits, improving the candidate experience.
  • Improve communication with hiring managers: To inform hiring managers of results, recruiters employ AI-driven visualizations displaying KPIs such as the quality of hire.

About the Author

Akshay is a IIM Sirmaur first-year MBA student. During his leisure time, he loves to play games, watch sports and movies.


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