Top 3 Tips for Navigating AI in Recruitment

Reducing the funnel and removing unsuitable applicants has always been key in volume hiring. Now, advances in AI use, combined with a challenging job market, has resulted in a huge uplift in applications for all role types – even niche / high skilled vacancies. As a result, many talent acquisition teams are becoming increasingly overwhelmed by the sheer volume of submissions they receive.

We believe that trying to prevent the use of AI is unrealistic, particularly with Gen Z, who have grown up as digital natives, now comprising 27% of the workforce. Equally, with the prevalence of AI in the workplace only set to increase, having the skills to leverage these tools effectively should be lauded.

With this in mind, we encourage our clients to embrace AI, within agreed parameters. We hope these ideas will be useful to you and your teams:

Share clear information to applicants at the outset.

Where is AI utilisation acceptable in the recruiting process (I.e. CV refinement, interview preparation) and where isn’t it (i.e. applications, assessments, interviews). Share your reasoning and make it candidate focused (i.e. generic AI generated content won’t make you stand out). We have found that being open about expectations and sharing constructive guidance in this way, helps enhance the candidate’s experience and perception of the brand.

Use AI to help recruiters work smarter.

MMK leverage a range of best-in-class AI-enabled point solutions. For example, to rapidly review and pre-screen high volumes of applications against set criteria. These tools can empower your teams to focus on identifying and engaging with qualified talent, fast. The recruiter’s role is more satisfying, and the candidate has a better experience.

Audit the process to identify vulnerabilities.

Whilst most candidates only leverage AI to enhance their chances, we recognise that its usage also brings an increased risk of fraudulent applications. To help mitigate this, we recommend you review existing assessment practices to spot vulnerabilities where candidates may be “gaming” the system.

AI is here to stay. We believe that equipping your candidates and recruiting teams with the knowledge and insight to use it effectively, is the best approach to protect both your quality of hire and employer brand.