What is AI in Recruiting?

AI in recruiting involves using advanced technologies, including machine learning and natural language processing, to automate and streamline various stages of the recruitment process.

Enhancements and automations may include:

  • Reducing repetitive tasks, such as certain administrative tasks like answering candidate questions.
  • Processing large amounts of data.
  • Searching databases with specific filters.
  • Generating content summaries or creating content, such as email templates, job descriptions, etc.
  • Comparing documents.
  • Evaluating candidates.

Simply put, AI-powered tools assist hiring managers in reaching qualified candidates more quickly and efficiently, thereby achieving recruiting strategy goals.

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Glossary of AI Recruiting Terms

Here’s a brief glossary of terms that may appear in the further text:

AI in Recruiting: The use of tools and artificial intelligence technologies in the recruitment process to automate and optimize various tasks.

Applicant Tracking System (ATS): Software that automates the recruitment process by managing job postings, aggregating resumes in a database, providing advanced processing and selection features for applications, and tracking candidate progress in the recruitment process.

AI in Sourcing: The use of artificial intelligence in the sourcing process, i.e., identifying, assessing, and engaging potential candidates for a job.

Algorithm: A set of instructions that a computer program follows to perform a specific task.

Algorithmic Fairness: The feature of an algorithm that ensures equal and unbiased treatment of individuals or groups in its decisions and actions in a consistent, accurate manner.

Bias in AI: A situation in which an artificial intelligence system presents unfair or biased results due to incorrect assumptions in the algorithm.

Candidate Experience: The overall impressions and interactions that a candidate experiences during the recruitment process at a company.

Candidate Matching: The process of using artificial intelligence algorithms to analyze resumes and candidate profiles to find the best-matched candidates for a specific job.

Chatbot or HR Chatbot: AI software designed to interact with people in their natural language. It is often used in recruitment for the initial contact with candidates, providing answers to common questions, scheduling interviews, etc.

Interview Scheduling Software: Tools that use artificial intelligence to streamline and automate the interview scheduling process.

Machine Learning (ML): A subfield of artificial intelligence involving algorithms that enable computer systems to iteratively learn and then make decisions, infer, or predict based on data.

Natural Language Processing (NLP): A subfield of artificial intelligence that helps computers understand, interpret meaning, and manipulate human language by transforming information into text.

Onboarding Automation: The use of artificial intelligence to automate the onboarding process for new employees.

People Analytics: The use of data and data analysis techniques to understand, improve, and optimize human aspects in a company.

Predictive Analytics: The use of historical data and statistical algorithms to predict future outcomes.

Recruitment Automation: The use of technology to automate repetitive and time-consuming recruitment tasks.

Resume Parsing: The process of transforming unstructured data from candidate resumes into a specified format.

Skill Mapping: The use of artificial intelligence to map out the skills required for a particular job and match them with candidates’ skills.

Sourcing Technology: Tools and platforms that leverage artificial intelligence to identify and attract potential candidates from various sources, including job boards, social media, and professional networks.

What Types of AI Tools are Available for the Recruitment Process?

Here are some types of AI tools commonly used in recruitment:

Resume Screening Tools:

This group of tools uses AI algorithms to scan and assess resumes. They help recruiters quickly review large volumes of applications and sort them according to specific criteria. These tools include Applicant Tracking Systems, which, in addition to scanning resumes, allow tracking a candidate’s journey through the various stages of the recruiting process.

Sourcing & Outreach Tools:

AI-powered sourcing tools help recruiters search for potential candidates (passive candidates) with specific skills. The software analyzes candidates’ online activity and their social media profiles, and if a candidate meets the employer’s expectations, they may receive an invitation to participate in the recruiting process.


Chatbots are used for interactive communication with candidates. They can answer candidates’ basic questions, provide information about the company and position, and even schedule interviews.

Interview Scheduling Tools:

These tools enable recruiters to efficiently organize recruitment meetings and manage calendars effectively.

Candidate Assessment Tools:

AI algorithms can be used to manage tests assessing a candidate’s skills or personality traits.

Video Interview Analysis Tools:

These are AI tools that analyze video interviews to assess verbal and nonverbal signals from candidates (e.g., speech patterns, facial expressions, and body language).

Predictive Analytics Tools:

These tools are used to predict a candidate’s work performance and the likelihood of them staying at the company based on their profiles and historical data.

Text Generators:

This type of software can create content for the recruiting process (e.g., correspondence with candidates, job titles, and descriptions), but it can also analyze already-created content and adjust it to the company’s tone of voice.

The Benefits of AI in Recruiting

The use of AI-based tools in recruitment brings a range of benefits, including:

Reducing or Eliminating Time-Consuming Tasks:

AI technology eliminates the need for manual performance of repetitive tasks, such as sifting through CVs or sending meeting reminders to candidates. The entire process is accelerated, applications are efficiently selected, and recruiters can allocate the saved time to more strategic tasks.

Enhancing Recruitment Teams’ Efficiency:

The use of AI in recruitment allows recruiting teams to perform more diverse tasks simultaneously without the need to hire additional people. You simply employ AI for this, which is fast, cheaper, and rarely uses sick leave!

Improving Employment Quality:

AI algorithms learn quickly and increasingly effectively search various data sets for the most suitable candidates meeting job requirements. This means that with each recruitment, the quality of candidates provided by AI will improve.

Reducing Recruitment Process Costs:

AI recruiting tools will not replace all qualified HR professionals on the team. However, they significantly reduce the need to hire additional team members who would have to perform tedious tasks such as parsing applications or filtering data.

Focusing on Recruiting Strategy:

The diversity of these AI tools means that the hiring process is no longer a time and financial burden for companies. Applying AI frees up time for hiring managers, so they have the opportunity to focus on implementing recruitment strategies and making better hiring decisions thanks to receiving selected applications and data-based reports.

Maintaining Consistency and High-Quality Procedures:

AI-powered recruiting software enables recruitment to be conducted in a consistent, repeatable, but also reproducible manner. In manual processes, it may happen that a stage of recruitment is omitted, an oversight occurs, there is human bias, or there is an obvious mistake (e.g., failure to obtain GDPR consent from a candidate). AI-powered technology allows for maintaining the highest recruitment standards and eliminates not only human errors but also unconscious bias.

Enhancing Candidate Experience:

AI recruiting software makes the hiring process fast and efficient. Recruiters regain valuable time, the company saves resources, and candidates? Thanks to the use of AI, candidates are always up-to-date with their status in the process. They can also quickly get answers to their questions, receive personalized correspondence, and gain more attention from recruiters themselves. All these things improve their experiences.

Ensuring Compliance with Law and Regulations:

Companies using AI-based recruitment tools from proven AI suppliers can be sure that the tools meet legal standards, data security regulations, and anti-discrimination laws.

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The Challenges of AI in the Recruiting Process

The use of AI encompasses not just benefits, but also challenges and risks. Here are some notable examples:

Necessity of Extensive Data Sets:

Effective use of AI in recruitment requires ‘feeding’ the algorithm with large amounts of data. This can be particularly challenging for small and medium-sized enterprises to achieve.

Complexity and High Costs of Deployment and Maintenance:

The adoption of advanced AI systems can be intricate and costly, particularly for smaller businesses. These systems also require consistent monitoring and updates to ensure effective operation and remain error-free, further increasing the financial burden. Additionally, there’s the extra cost of training the whole team to handle these new technologies.

Risk of Data Security Breaches:

Improper use of AI-based recruitment programs can lead to breaches in data security and confidentiality, or even expose sensitive candidate information.

Legal Non-Compliance Risks:

AI vendors who fail to update their products regularly for legal compliance expose the company to severe legal repercussions.

Lack of Emotional Intelligence:

While AI can help minimize bias, it lacks the ability to interpret emotions and empathy. It might also misinterpret candidates’ body language. Consequently, potentially top candidates could be unjustifiably dismissed. Issues also arise from AI’s inability to comprehend the context of words, synonyms, or assess a candidate’s creativity and aesthetic sensibility.

Bias Risk:

AI tools might reduce certain biases, yet they can be trained on datasets that inherently contain biases. For instance, if the candidate pool has fewer women than men, AI might mistakenly adopt this as a normative pattern, leading to biased and discriminatory recommendations favoring male candidates.

Team Readiness for New Solutions:

Employee skepticism or resistance can obstruct the adoption and utilization of AI in recruitment. If the team is reluctant to use AI software and the company invests in them regardless, the return on investment might be negligible. Employees may also have ethical concerns about using AI or fear that algorithmic decisions could be flawed or non-transparent.

The Role of AI in Enhancing the Job Seekers’ Experience

Here are examples of how AI is changing the job search process:

Personalized Job Recommendations:

AI algorithms proficiently analyze a candidate’s profile, encompassing their skills, experience, and preferences. This enables them to suggest job opportunities more accurately aligned with the candidate’s qualifications and interests.

Resume Optimization:

AI tools assist candidates in refining their resumes and cover letters, ensuring they are not only reader-friendly but also tailored to meet the specific criteria of Applicant Tracking Systems.

Accelerated Selection Processes:

AI technology accelerates the selection procedure, thereby reducing the waiting period for candidates eager to learn if they have progressed to the next phase of the hiring process.

Chatbots for Enhanced Communication:

AI-driven chatbots are transforming the way candidates interact with companies. These tools facilitate a smoother and more efficient communication experience, significantly improving the overall candidate experience.

Interview Preparation and Self-Assessment:

Not only can the employer assess candidates, but the candidates can also assess themselves. There are already applications that simulate interviews with a virtual recruiter, where AI provides constructive feedback on aspects such as body language, speech patterns, and content, helping candidates improve their performance.

Networking Opportunities:

AI integrated into social media platforms intelligently connects job seekers with industry professionals, simplifying the process of networking, mentorship, and professional community building.

Enhanced Accessibility and Inclusion:

AI tools are breaking barriers in job searching for persons with disabilities, offering advanced features like voice commands, screen readers, and customized user interfaces to ensure a more inclusive and accessible job search experience.

Will AI Replace Human Recruiters?

While AI recruitment tools provide recruiters with data and analysis that would take a lot of time to develop independently, does this necessarily mean that they will replace human recruiters? Certainly not! Recruitment is a process that requires human interaction. The absence of a “human touch”, an assessment of a candidate’s empathy and emotional intelligence, and other soft skills, can deprive a company of the opportunity to hire talented leaders. Experienced HR professionals will consider recommendations and insights from AI, but will make the final decisions based on their ethics and years of practice.

Is AI the Future of the Hiring Process?

AI-powered technology is significantly shaping the landscape of various industries, including HR. The rapid development of applications, their increasing availability, acceptable costs, and ease of use are key drivers promoting the adoption of AI in recruitment.

Sure, it is necessary to be aware of the problems and risks they bring. Addressing team apprehensions and accurately assessing the investment cost are essential steps. However, one cannot escape the inevitable. Progress waits for no one; it only forges ahead. Using AI more efficiently connects candidates with talent acquisition professionals. It allows human recruiters to spend less time completing tedious tasks and more time on face-to-face interactions with the best-fit candidates.

Through AI, processes such as candidate outreach, screening candidates, talent pool building, and overall talent acquisition become significantly more efficient in terms of time and cost. Therefore, it’s undeniable: AI is not just a part of the future of the hiring process; it is at the forefront, revolutionizing it!

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