Interseller is now part of Greenhouse

  • Features

    Source
    Find verified contact information of new prospects

    Outreach
    Automate a series of personalized emails

    Connect
    Synchronize all your prospects and communication

  • Use Cases

    External Recruiting Teams
    Land conversations with clients and candidates

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      • How to market your niche recruiting agency in a crowded market
      • Boost your business development through strategic email outreach
      • How to connect with candidates through thoughtful email outreach

There is a common perception that AI is here to replace people. In reality, AI creates more jobs than it replaces according to a Gartner report.

While it may seem paradoxical, artificial intelligence and machine learning are presenting ways to lend a helping hand to recruiters (and not replace them!) in improving talent acquisition efficiency and effectiveness.

AI is making it possible for tiny recruitment teams, or even just one HR employee source great talent. This makes it possible for startups on a budget who have no means to hire large talent acquisition teams to hire good people and grow their businesses faster.

Here are three ways AI can be used by companies to make recruiting smarter:

1. Automate the low-level tasks of recruiting.

AI tools can be used to source candidates, schedule interviews, rank candidates, or assess technical candidates through auto-generated coding challenges.

For instance, ClearFit enables recruiters to save sourcing time by automatically finding and ranking candidates with its patented job-fit technology that instantly identifies which applicants match your needs.

Another tool X.ai uses AI-based personal assistants who can automatically schedule phone screening meetings or interviews with prospective candidates.

You can also use tools like Textio that uses augmented writing to create better job descriptions that differentiate your offering from the rest.

When sourcing data scientists or engineering talent, you can use a tool like Filtered that provides auto-generated coding challenges to qualify candidates without relying solely on resumes.

You can also automate the laborious pre-hiring evaluation process with situational judgment tests using tools like Harver.

2. Personalize interaction and communication with candidates.

Passive candidates are often the best candidates. However, hiring them is time-consuming, which is why most startups struggle.

Some AI-based tools like Interseller can manage this complexity, targeting passive job seekers with personalized messages at the right time.

You can use the Interseller Chrome extension to find potential candidates’ emails from various platforms, adding them directly to your email sequence.

Automate a series of personalized emails using Interseller’s Outreach feature that will reach the right candidate’s inbox at the right time. Personalization increases your chances of getting a positive response.

3. Make hiring smarter by removing interviewers’ unconscious bias.

Unconscious bias can lead to poor hiring decisions based on gender, age, or ethnicity.

AI-based platforms like GapJumper enable “blind auditions” to better assess individuals’ talents beyond their resumes.

Job descriptions can also be improved with tools like Textio to remove gendered language and attract a broader range of applicants.

The Future of Recruiting

AI tools cannot replace human recruiters. They assist in automation and decision-making but lack the ability to build relationships, which is crucial in recruiting.

There are essential areas where human involvement is necessary:

Relationships

Highly skilled professionals require more than a recruitment email; they need enticement and cultivation. A recruiter’s ability to understand a candidate’s needs provides significant advantages in talent retention.

Deeper Personalization

While automation can aid outreach, meaningful personalization still requires a human touch. A recruiter must analyze candidates closely to provide tailored communication.

Cultural Fit and Attitude

AI may identify candidates with the right skills, but it struggles to assess cultural fit and attitudes. A seasoned manager can determine an individual’s suitability based on experience and interpersonal skills.

Most importantly, no robot can conduct face-to-face interviews—the personal interaction remains a key factor in hiring.

Conclusion

AI tools can enhance recruitment, but balance is needed between automation and human overseers to reduce hiring risks and costs. Companies should leverage AI while ensuring effective human involvement to find and retain top talent.