Recruitment with AI

As seen from practical experience, the impact of AI on recruitment is not yet fully realized today. Hiring professionals are hesitant to delegate comprehensive assessments to AI tools.

However, despite some apprehension, AI is already actively integrated into the personnel selection processes. AI is particularly often used in mass hiring when going through job boards like Indeed, Glassdoor, and others. They provide recruiters with insights on which candidates are more relevant to their needs and accordingly elevate them in the list.

Tools that help search for candidates, such as on platforms like GitHub, and evaluate their seniority level based on commit counts, are also actively used.

Naturally, in mass hiring, other tools are used to conduct initial screening even before interviews. These include various chatbots – virtual interviewers that assess candidates' soft skills and qualifications. Such tools are used by companies like PwC.

According to feedback from candidates, automated processes improve the job search experience. Moreover, they reduce the influence of human bias on candidate assessment and selection, promoting a more objective approach.

Nevertheless, it's important to note that the use of AI in recruitment is not yet widespread in IT companies. This might be due to the specific nature of this industry, where a deeper understanding of technical skills and candidate abilities is highly valued.

In modern recruitment, services for AI-driven video interviews are gaining popularity, such as HireVue and Spark Hire. They analyze the candidate's language, facial expressions, and non-verbal cues, helping assess soft skills. Some major companies, including Unilever, Hilton, and Vodafone, already use such systems.

But in general, most people still use video tools to appear more engaging during interviews, creating the impression that they are continuously looking at the camera. Companies also frequently apply tools like Fireflies, which transcribe the audio track into text to create a post-meeting summary.

Special attention is given to tools aimed at combating bias in the hiring process. They analyze candidate profiles and job descriptions, excluding information that could lead to bias. Examples of such tools include Texio and GapJumpers.

In our company, we use AI tools for automating candidate interactions – but before the interview stage. What we are eagerly waiting for are tools that will help recognize patterns in recruiters' and hiring managers' behavior and work with candidate funnels, or answer questions about the mistakes we make in recruitment and why certain positions remain unfilled.

And what AI innovations are you looking forward to in the future?