Artificial intelligence and automation in recruiting IT specialists

Nowadays, headhunters have numerous tools at their disposal to help them Recruitment support. That wasn’t always the case. In the past, everything had to be done manually. From reviewing CVs, evaluating candidates to making contact. Innovations in IT-Headhunting are therefore of particular importance now.

Headhunter for IT recruitment have enormous advantages AI-supported IT recruiting. Most of the tasks are done for them. With our experience as a staffing agency, we could argue that more could be automated, but it is still a world away from what it used to be. We’ll take a closer look at this together.

The future of IT recruiting and AI tools in IT recruiting - how has this improved the process?

We’ll show you how artificial intelligence has simplified the search for suitable candidates. Here are some points about it:

AI-powered recommendation systems have helped hire more employees from diverse backgrounds, which promoted inclusion.
Companies that artificial intelligence and automation use when hiring employees fewer unqualified applicants thus saving both time and resources.
Companies that artificial intelligence and automation in their recruiting process have seen a significant reduction in the overall cost of hiring employees.
AI-driven chatbot technologies have halved the average response time to candidate queries, improving the hiring experience.

It is therefore evident that AI-powered Hiring has allowed companies to expand their talent search globally, which has led to increased access to highly skilled employees.

Applicant satisfaction also increased. Given these statistics, it becomes clear why artificial intelligence and automation are used in the recruiting process IT-Headhuntern are indispensable for modern HR departments.

Automated recruiting processes - IT headhunting with AI

The number of IT-Headhunter, who prefer passive recruiting to inbound applications, has increased significantly in recent months: more applicants are being passively recruited than ever before. Artificial intelligencez is now undoubtedly gaining ground in recruitment, simply because it makes the hiring process much smoother.

Technology is becoming more sophisticated, and for recruiters this means they can spend their time on tasks that require a personal element.

If a suitable candidate has been found, the initial contact can be formulated by the HR consultant, but the Leave contact and follow-up to the KI become. Likewise, artificial intelligence can conduct and evaluate personality and intelligence tests without breaking a sweat. Applicants have revealed here that this doesn’t always work perfectly, but it is getting better and better. There will certainly be further improvements to this in the future KI-Tools im IT-Recruiting performed.

The future of IT recruiting

There can even be an initial interview through the artificial intelligence be guided, but then the IT-Headhunter have a second interview. This is necessary because not everything can be checked by AI, for example how a candidate ultimately appears in person or how he or she performs.

The number of recruiters who believe they would be more productive with a fully automated sourcing process is astounding. As recruiters, we completely agree with this. It would be incredibly helpful if there was one fully automated sourcing system would exist. 80% agreed with this statement, and of those, many said they need AI for data processing.

Artificial intelligence is used in many areas of recruiting and it doesn’t look like it will IT-Recruiting Trends stop in the foreseeable future.

Here are a few more important points:

If recruiters say they spend 20 hours of their work week searching for candidates, they could be interviewing hundreds of potential employees at the same time. With AI, it is possible to find suitable candidates online using automation.
By building databases that work at lightning speed and analyze thousands of applicants, successful talent acquisition becomes much easier with the right software.

The hiring manager can focus on personal interaction with candidates and leave the rest to automation.

Closing words from Zeitarbeit International - AI tools in IT recruiting

However, critical questions arise: Does the widespread inclusion of artificial intelligence in recruiting processes lead to better results? Perhaps the extensive use of AI and automation could affect personal relationships? And finally: in which steps of the recruitment process it turns out artificial intelligence and automation as really beneficial, and where should humans take action?

For some processes the IT-Headhunter Act. This applies to the final interview and possibly also to the logic tests and personality tests until they have reached the point where they really achieve their goal.

Unfortunately, a lot is missed in these tests because the… AI certain details cannot yet determine:

For example, how a person actually appears or appears in real life.
In a written test or in a video where you can record the video multiple times or think about your answers, candidates can theoretically just lie. Answers can be improved or refined.
At a Intelligence or logic test A person can be very intelligent but not do well on the test, and conversely, a person can do well on the test but work poorly with a team. This means that not all competencies were taken into account, e.g. B. whether someone has a high EQ or represents certain, very important values, such as Inclusion and diversity.

Temporary work internationally counteract this by checking these points thoroughly. Both on a personal level with ours IT-Headhuntern as well as through the use of AI.

We know, that both are important, both the human touch and the AI touchto be effective, that’s why you get the perfect mix from us.