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AI Tools that Talent Acquisition Leaders are Actually Using

Updated: May 14

By: George Waggott and Roberto Fonseca-Velazquez, summer law student,

George Waggott Law


It’s happening - your organization is making the move to integrate Artificial Intelligence (AI) and machine learning across the business. If so, this is in line with the results of a study featured on Exploding Topics, which found that 35% of companies are already using AI tools, and more than 42% are actively exploring integration. The end goal is to improve business processes to make them more efficient and to ultimately decrease costs, helping the bottom line. However, you’re in talent acquisition and the AI tools in this business area are perhaps perceived as integral to day-to-day operations. So, what do you do? First, it’s key to think about the area of talent acquisition that is the biggest pain in your neck and more time consuming. Perhaps it’s mundane pieces such as candidate screening or scheduling. Or perhaps you want to change your candidate attraction strategy, so the candidates find you instead of vice versa. Whatever you are looking for, here is a list of some of the types of AI tools for talent acquisition that real teams are already using.



1. Candidate Screening Tools


A number of AI tools are available to comb though the applicant pile to find candidates who have the necessary skills, experience and traits. Luckily, technology has advanced past the early days of applicant tracking and these tools can do much more than just match buzz words in an applicant’s resume.

Ideal is a tools which uses AI to analyze rich candidate information such as resumes, chatbot conversations, assessment and performance data to grade all candidates with an A, B, C, or D rating. By using your organization’s open roles and relevant criteria which you’ve established, the AI tool from  Ideal aims to direct you to candidates that are the most qualified an A, while those with a B are close, and so on.

Ideal allows your Talent Acquisition team to screen a high volume of applications on an automated basis, with it being less likely that you might miss out on a potential or qualified candidate. It can also integrate into many existing application tracking systems, so you are less likely to lose any of the value of systems you may already have in place.

Indigo Books & Music reportedly experienced a 71% reduction in costs per hire once they integrated Ideal into their exiting process. In addition, their recruiters claimed that they increased their efficiency by over 300% thanks to the elimination of manual resume reviews.


2. Scheduling


Communicating with candidates in order to coordinate schedules and set up interview times (sometimes more than once) is often incredibly time consuming. This can especially be true given a high volume of candidates being hired across the organization, all with different hiring managers. Add in the use of a recruitment agency and scheduling can becomes a big part of the recruiting function.

My Ally is an AI tool which offers a Talent Lifecycle Management platform. This tool allows organizations to effectively operate as if they have hired an additional recruitment coordinator. My Ally’s scheduling assistant, Alex, can schedule interviews, book conference rooms, and even reschedule meetings. Alex uses natural language processing to communicate with candidates and can communicate using text messages, email or online chat to keep in contact with them.  

After integrating My Ally’s scheduling software to fully automate their process, TransferWise reportedly was able to move from scheduling 900 interviews every two months to more than 300 interviews weekly. Further, they have said that they reduced their time to fill positions from 30 business days down to just 24 days.



3. Candidate Attraction


Oh job descriptions. Got to love them and got to hate them. Often times writing job descriptions is the bane of a hiring manager’s existence. May do not have the available time that is needed to construct a great ad. In some cases, the process is also a challenge because HR and the talent acquisition team are asked to cobble together a description based on limited information they have on the position.

Textio is a tool which used AI to evaluate job descriptions before they are published. The tool scores a description from 1 to 100 (with 100 being the best possible score). With this scoring, the tool also identifies and explains opportunities for improvement including language that can attract more qualified applicants. The output includes recommended changes in tone or to phrases to encourage a more diverse applicant pool. Textio can integrate into a web browser to enable evaluations on Gmail or LinkedIn, making integration easier.

According to one study, when NVIDIA’s job descriptions reach a Textio Score of 70 or above, their roles were filled 17% faster than their baseline average, and posts that reached a Textio Score of 90 or above filled in half the time. Further, NVIDIA reportedly found that as their Textio scores increased, so did the percentage of applications from women.


Summary


All in all, if you are looking to add AI tools to your current HR and talent acquisition systems, it may be easier to do than you think. It may be as simple as thinking about the key areas of your process that take the most time or cause the biggest headache, and then doing some research into what AI tools exist to alleviate those issues. The solution may not be one of the tools listed here, but a little poking around in the market may well give you enough opportunity for demos to find the right fit for your organization.

For more information about George Waggott Law, please see: www.georgewaggott.com, or contact: george@georgewaggott.com


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