How AI in business is changing the hiring process

Australian businesses are leading the charge for generative AI adoption. LinkedIn research shows that 50% of ANZ organisations surveyed reported some use of AI tools in recruiting, compared to just 37% globally.

By automating time-consuming tasks, AI accelerates the hiring process. Rather than manually poring over resumes for certain attributes, automated AI tools can scan them in seconds. And for jobseekers, a digital marketplace means they’re able to source and apply for the most relevant positions online.

Using AI for companies helps level the playing field between smaller firms and larger corporations, too – small businesses can leverage AI tools to deliver results with fewer resources, while larger staffing firms can boost efficiency to develop more personal relationships with candidates.

With diversity and inclusion being a top priority for Australian businesses, using AI in the recruitment process eliminates personal bias, as tools can be programmed to filter out factors like race, age, and gender. For example, LinkedIn can hide names and photos during the screening process, while offering diversity recommendations based on stated company values.

Specific applications of AI for companies will depend on departmental needs. For talent acquisition, typical applications include:

Use AI to automatically generate accurate, compelling job descriptions, peer reviews and marketing emails. Once generated by machine, descriptions can be edited by human for accuracy. Over time, machine learning means content becomes increasingly tailored to your business’s needs.

This is one of the primary uses of AI in the workforce, cutting across all industries. Not only can you use AI for automated document filing and retrieval, but you can also use it to schedule interviews and follow up with candidates.

Skills-based hiring is a growing trend in Australia, mirroring the demand for skilled workers in the tech, clean energy and healthcare sectors. With AI tools, talent advisors can automatically match candidates to suitable positions, pairing skills with job specifications.

The AI impact on jobs and hiring is most noticeable in terms of efficiency. Today’s AI tools are supporting decision makers to post jobs and fill vacancies in a more targeted way than ever.

The impact of artificial intelligence is primarily a positive one for businesses. We’ve already touched on some of the main benefits of AI, which include:

• Reduce administrative tasks: AI tools like ChatGPT can write emails, while chatbots can tackle candidate queries or auto-schedule interviews on your behalf.

• Diversify talent pools: A diverse workplace is a productive one – studies have shown that companies with greater racial and ethnic diversity achieve financial returns that are 35% higher than industry medians. Using AI screening tools eliminates human bias for a more diverse, qualified talent pool.

• Facilitate at-scale screening: LinkedIn Recruiter uses AI-assisted search to scan through mass databases of candidate profiles.

However, AI also presents challenges, particularly regarding AI’s impact on jobs.

• Missed opportunities: Relying solely on AI screening tools leaves your company at risk of missing candidates who could be qualified, but missing the specific keywords needed to make it through to the next round.

• Lack of human connection: AI-automated recruiting is efficient, but it lacks the warmth of a human connection between talent advisor, hiring manager, and potential hire. It’s important for candidates to still be able to reach a real, live person.

The majority of challenges surrounding the impact of artificial intelligence relate to the human factor, or lack thereof.

What’s important to remember is that AI-driven hiring doesn’t remove humans from the equation; in fact, it frees them to focus on the more ‘human’ aspects of the process. With AI taking care of the grunt work, HR professionals have more time to foster relationships with their talent pool – and nothing replaces those valuable interpersonal skills.

To retain and nurture the human element while using AI, it’s important to plan for its implementation with clear policies and training. Specify how AI will be used to sort through candidates, and when human oversight is required.

Use LinkedIn Recruiter’s AI-assisted search function to efficiently source talent. Just describe your ideal candidate in your own words—no matter how specific your needs—and let Recruiter’s Gen AI analyse your requirements. It will provide tailored search filters, making it easier than ever to find the perfect match and start your search with confidence.

LinkedIn Talent Insights makes the value of real-time data collection clear. It works by analysing aggregated information taken from LinkedIn member profiles using machine learning and artificial intelligence. The integration of AI ensures that the data is continuously updated and relevant, allowing businesses to anticipate market shifts and align their strategies accordingly. You’ll then be able to make smarter workforce investments by following skills trends, supply and demand information, and this detailed talent pool data.

The full future AI effect is impossible to predict, but as technology continues to evolve, we can expect to see further refinements both in candidate matching and automated tasks.

While adapting to AI might seem overwhelming, it’s likely that your company is already using many of these tools. Talent decision makers should embrace the opportunities that AI provides to shape a more diverse, agile, and efficient future workplace.