This is a Guest Blog by Abhishek Kabra, CTO & Co-Founder at TurboHire. Abhishek is an IIT-B grad who also has a professional background with Google, Samsung & Microsoft. Who can give you a more insightful understanding of the value of AI-powered Resume Screening than our CTO himself?
The article below summarises the growth of the intelligent candidate screening process within recruiting – an emerging category of HR technology designed to reduce, time-consuming, administrative activities like manually screening resumes.
When you are on the lookout for the right talent for a job opening, you are not only finding the best candidate for that job today, but, you are also futureproofing your company’s endeavor to grow, and remain competitive and innovative. This is why having the best tools at your disposal to find the right talent is not only smart but also kind of essential, now.
Resume Screening – The Challenge
In the age of the internet with a plethora of job portals and social media, sourcing candidate resumes are probably easier than ever before. But this abundantly available volume of resumes has also made the next step in the process – finding the right resumes for the position you need to fill (Resume Screening), even more daunting.
A recruiter may easily find themselves drowning in a pool of hundreds of resumes for one job opening. And it goes without saying that the number of qualified candidates in this pool will be outnumbered by the unqualified ones. After hours of manual screening, you may still end up not finding the right candidate, or, worse, pick a candidate who is not right because it took too much time or you missed something.
So, how can a recruiter do better? Technology? Yes! ATS? Ummm…not exactly.
Is Your ATS Intelligent Enough?
Well, unless you are hiring in the late 90s, you no longer store your resumes in file cabinets. The technology has been kind to you and you now have software to store, process, and track recruitment data, simply put an Application Tracking System (ATS).
The ATSes have also evolved over time. They no longer just store or track job applications but are also power-packed with features like resume parsing, comprehensive notification systems, and solid reporting. But is it enough?
A simple ATS is filtering hundreds of resumes to recommend the top 5% the recruiter should be looking at. But the underlying basic ‘keyword’ based logic is ultimately flawed and it makes the system vulnerable to being tricked into selection using keyword stuffing and white fonts, or, worse, bypassing the right candidate because they didn’t use the magic keywords.
There is definitely a need to make this system more intelligent. It should definitely be able to do more than just parsing and storing resumes.
How Does AI-powered Recruitment Help?
While the possibilities are limitless, here are some examples of the common struggles that the AI-powered intelligent ATS can help you with.
1. Remove the Unconscious Bias from Screening
Unconscious bias is quintessentially human and if an ATS technology still relies on a human to rank the candidates, it is vulnerable to the bias that comes with it as well. This is disastrous for any organization.
An AI-powered intelligent ATS, on the other hand, is capable of processing huge amounts of data points objectively to rank all the candidates based on skills of consequence for the job. It can eliminate the factors that are not relevant (like name, age, marital status, ethnicity). And, because these systems can learn, they can be trained further with more data on previous successful hires to continue to systematically remove biases in the future as well.
Bonus read! How To Control Hiring Bias Using AI
2. Connect with the Right Candidate Sooner
By the time you could get your hands on that best candidate, it was already too late because the simple ATS system cannot tell you how much of a good fit a candidate is for the job out of the many it has ‘filtered’.
Imagine if a recruiter no longer needs to read a huge amount of text per candidate that gives no idea about the candidate’s competency. Now, imagine having a snapshot of each candidate ranked in the order of being the most eligible for the role being considered. And you can use the huge amount of time saved in engaging that talent.
3. Utilize Every Resume You Have Sourced
As mentioned earlier, it is quite easy to sit on a pool of resumes and not be able to utilize even half of them. Companies are losing out on leads they have paid to acquire at times.
An AI-powered hiring solution, on the other hand, can screen, grade, and rank each resume for each opening, thus making sure that you are using the complete data set. What more? Someone who was not a good fit for the role today could easily be a good match for a role tomorrow and your intelligent ATS can save you the hassle of sourcing new resumes by telling you that you already have access to the talent you are looking for.
Bonus read! Importance Of ATS Reporting In Each Hiring Stage
Candidate screening is and has always been the rate-determining step of the recruitment and like every other reaction in this world, there is a need for a catalyst to improve this slow (and unoptimized) process.