The Top AI-Powered Recruitment Changes to Consider in 2022

General Recruiting
Artificial Intelligence (AI)

Artificial intelligence has become a necessity for employers willing to stay on top of their game. AI-driven recruitment is inevitable, and innovative solutions will continue popping up throughout 2022 – and beyond – with machine learning (ML) and natural language processing (NLP) allowing to enhance the recruitment function, foster better-hiring practices, and broaden global talent pools. This year, these technologies will be an integral part of our hiring schemes, and we can only expect them to spread further.

From Mainstream AI Recruiting Tools to Augmented Recruitment

The employment market has never been so competitive, and it's no wonder why recruiters are getting anxious. Although they find themselves surrounded by new opportunities to source top talent and hire the best candidates with AI assistance, the current candidate-first recruitment landscape has transformed many traditional recruitment techniques into obsolete processes. The modern hiring teams must now look way beyond qualifications and experience during each candidate's assessment to remain efficient. To keep a competitive edge, they must identify and promote more meaningful attributes like soft skills, behavioral traits, or cultural values.

Automated, data-driven hiring practices – with AI at the forefront, of course – are the new norm for improved quality of hire. Machine learning and natural language programming already allow recruiters to find high-performance profiles in record time and match the suitable candidates with employers much more accurately. However, some essential metrics involving personality, diversity, or inclusion are still not fully – nor fairly – integrated into recruitment strategies. With an increasingly pressing global talent shortage, employers must consider "augmenting" their recruitment through more thorough processes while including bias-free hiring tools.

"What AI is able to do is use pattern recognition to help with insights so humans can make better decisions." – Amy Wright, Managing Partner, Talent & Transformation, IBM Global Business Services

What's Coming Next in 2022 for the AI-Driven Recruitment Function?

• Getting Access to the Best Talent in Just Minutes

What if you could use an AI algorithm to help you predict whether or not a candidate would be successful in a job? Well, it's already a reality. Some of the most recent AI recruitment solutions are so advanced that they can automatically scan for you dozens of job listings and descriptions and compare them with thousands of CVs to build coherent pipelines of pre-qualified candidates in just minutes. Some deliver cognitive predictions through an interview screening, while others even incorporate personality tests to identify top applicants who may lack some skills but will be the most appropriate recruit for a given position.

• Reaching Qualified Talent through Improved SEO

The latest automated content screening technologies make it possible to accurately and swiftly identify the best talent based on keywords, giving almost any applicant tracking system a phenomenal boost. Recruiters need to input specific keywords related to their industry into the ATS, which then expands them into critical phrases combining experience, qualification, and soft skills. The engine scans all at once CVs, cover letters, social media profiles, and online job applications to build actionable talent pools. The system additionally allows more targeted job postings depending on the company's corporate values and KPIs.

• Posting Job Ads in a More Creative and Engaging Way

With intelligent search engines for job descriptions, recruiters can find the most relevant keywords and trending phrases for their job postings in just a few clicks. With the correct vocabulary, they can create creative and engaging ads that speak to their audience and can most likely convince potential hires to apply for a given position. They also get access to selected keywords pertaining to their industry only to ensure they encompass all the specific qualifying skills when scanning profile information, and most importantly, previous interactions with other candidates on social media. They can also search through high volumes of social media profiles and assess all the potential candidates for particular skills and niche qualifications.

• Speeding Up Time-to-Hire through AI-based Video Interviews

AI-based video job interviews are trending too. Those online sessions are similar to traditional interviews. Still, they include specific sets of questions designed with AI for evaluating all sorts of skills and behaviors that can't be handled by humans alone, including new neurodiversity requirements. Recruiters will sometimes ask recorded answers from candidates before going further in the process. It lets them assess how well someone does based on speech patterns, body language, and facial expressions without being biased by the content of an exchange between two persons. It's brilliant for both the employee value proposition and your employer brand.

• Optimizing Candidate Input through Witty Conversations

Another category of AI-based interviews helps applicants rationalize, optimize, and extend their communications with recruiters, allowing them to elaborate more thoroughly on past experiences and emphasize extra-curricular activities going beyond what they had the opportunity to mention in their CV. These more comprehensive conversations with the AI system enable more human-centric and personalized AI-assessment processes. They can run simultaneously for dozens of candidates while minimizing the time spent waiting for responses from human recruiters who often have limited amounts of free work hours available – something precious during these busy times where everyone needs every extra minute they possibly could get!

• Providing Meaningful Experiences at the Earliest Stages

Recruiting chatbots and conversational AI are more and more frequently used in the recruitment process. Sometimes used in the screening process conducting the first stage of the interview process, they mainly help answer candidates' questions, explaining how to apply for a specific job opening while guiding their decision-making along the way. The most complex systems enable candidates to understand if they are ready for an interview. Ultimately, chatbots can even be programmed to register emotions based on their conversation with the candidate.

• Promoting the Employer Brand through Gamification

For the past three years, gamification in the candidates' assessment, recruitment, and even onboarding processes has been a growing technique among recruitment professionals. The deployment of this innovative approach is designed to engage candidates while simultaneously measuring their skills and performance and giving them insight into what it would be like if they were hired into the company's team. Gamification is becoming one of the most efficient ways to promote an employer brand while establishing robust relationships with candidates.

"Engaging a talent acquisition strategy that leverages today's powerful technology with experienced human talent acquisition professionals will prove to be the most successful way to win the battle for top talent in the future." – David Windley, President, IQTalent Partners at Caldwell.

Who Are the 2022 Most Interesting AI-Driven Recruitment Providers?

With AI-powered tools, customized hiring systems, automated screenings or sourcing operations, and improved candidate satisfaction are now possible more quickly than we could ever have imagined. No matter the purpose we want to give to our new AI recruitment solutions – whether fostering creativity, building better experiences, improving the employee value proposition, growing candidate engagement, or simply relying heavily upon algorithms to boost revenue – there's always an AI innovation that can meet our ever-evolving recruiting needs.

Some of the recruitment industry pioneers stand out this year. Regardless of a recruiter's approach to AI for recruitment, all those innovators propose a broad range of genuinely different and innovative features. So, here is a – not-so-subjective and not-definitive – list of the top pioneers to keep an eye on in 2022 and beyond. Of course, there are many other AI recruitment solutions providers, and this personal list has been set up based on each level of innovation, uniqueness, ease of use, potential, and cost.

Jobcase for partners – The leading automated job distribution specialist allows – through Jobcase for partners Labs – the creation of custom recruiting systems. Ranging from full-featured job boards to programmatic advertising, or access to niche job boards, their AI-driven solutions seamlessly integrate with current systems and can be white-labeled.

AI Recruiter, Inc – The AI Recruiter's recruitment platform helps build perfect job descriptions utilizing continuous machine learning. It can narrow down to the top three candidates through process automation with one click. Candidates can also upload a complete resume or partial experiences to the AI Builder to consolidate them.

Yobs – Yobs helps replay and share essential moments from the candidate calls. It automatically sends those moments to the end-users ATS. Yobs also transcribes calls, searches and replays key moments while giving personalized coaching to interviewers.

Humanly – Their recruitment platform unifying conversational AI makes automation and people work seamlessly together to surface the most qualified, diverse applicant pool at scale. End-users can reclaim valuable time by automating repetitive screening and scheduling functionality, facilitating engagement, and referencing check tasks.

Hiretual – A reference in recruitment tech, Hiretual proposes a talent data cloud, built as a system of native integrations to centralize and refresh siloed data and enable AI Sourcing across 45+ platforms, going way beyond typical resume analysis to uncover the candidates' real potential.

Eightfold – With AI, they aggregate all people data within an enterprise in a Talent Network to provide intelligence on what people can do instead of just what they have done in the past. This allows employers to match people to the right opportunities.

• A special acknowledgment also goes to Fetcher and Loxo for their groundbreaking products.

"For the foreseeable future, the most promising uses of AI will not involve computers replacing people, but rather people and computers working together, as superminds, to perform cognitive and physical tasks that previously couldn't be done." – Artificial Intelligence and the Future of Work, Study, MIT, Cambridge, USA.

Will Impartial AI Reshape the Recruitment Function Further in 2022?

In the context of a decade-old War for Talent aggravated by the recent Great Resignation, businesses of all sizes must revise their hiring strategy and think creatively if they want to keep a competitive edge. Considering candidates are becoming pickier about their future employer, new talent acquisition systems must be deployed. Applicants can afford to be more selective about their future job, and recruiters will continue to struggle to attract the best talent. AI-driven recruitment solutions can help businesses enhance and promote their employer brand, and AI offers "predictive attrition," enabling companies to identify what factors lead employees to quit — for example, because their manager changed multiple times or they had a personal issue, but that's far from enough if employers want to win the war.

Recruiters have access to a myriad of cost-effective and time-saving AI solutions. In just a few clicks, end-users can enable the fastest, cheapest, and most rationalized hiring processes to secure the best talent, fully and fairly and more accurately than ever before, without breaking the bank. However, regardless of the talent pipeline level or the recruitment stage, the biggest challenge remains: Will they be able to select the AI tools that can help reduce bias, bring in diversity and inclusion, remove human prejudice, and prioritize remarkable candidate experiences throughout their processes?

Disclaimer: I do not receive compensation from any of the companies listed above, and this article is not intended to push readers to purchase a paid plan.