Artificial Intelligence in the Recruitment Process

Artificial intelligence technologies are very popular today. AI is used in different spheres of human life: medicine, education, logistics, marketing, programming, industry, and more. The use of this technology in many ways automates and accelerates processes. Today it is already a norm that SMM content is written by an AI assistant or the visual of a project is done by a neural network. Artificial intelligence has started to be used in human resource management, personnel, and recruiting. Today we propose to discuss the topic of AI recruiting and answer the question: What is AI for recruitment?

What is AI in recruitment? 

 AI for recruitment is the application of machine learning technology for searching, selecting, and optimizing HR policies and recruiting new employees in a company. A neural network processes an array of data about job candidates to make interview decisions and create predictions about the success of cooperation with a job applicant. Machine learning algorithms allow AI to greatly facilitate the recruiter’s labor: make the selection of candidates more extensive, unbiased, and objective, and scale the process.

AI recruiting is a new modern solution that has made the recruiting process more automated. This is borne out by statistics: 

  • more than 40% of recruiters say artificial intelligence has significantly saved hiring time;
  • up to 90% can reduce time to fill job openings with AI;
  • as of 2018, more than 35% of companies have included the cost of applying artificial intelligence/machine learning in recruiting.

What are the benefits of AI in recruiting?

AI recruitment has a ton of benefits, especially when compared to the manual labor of HR professionals. In general, they can be divided into 2 groups:

  • Saving time and costs of recruitment.
  • Improving the quality of recruiting.

Saving time and costs of recruitment

Of course, AI increases the speed of candidate search. Artificial intelligence can search for candidates, process candidate profiles, initiate correspondence with chatbots, and more. Without automation, a recruiter can spend more than half of their time on these processes. And AI tools perform these tasks, bring the job candidate to the first stage of communication, which ultimately saves the company significant time and costs. You get less human action and less time spent, but much more value.

Improved quality of recruiting

One of the most significant benefits of AI is recruiting. Artificial intelligence qualitatively improves the level of interaction between recruiters and job candidates. There are mainly 5 aspects of qualitative improvement of recruiting under the influence of AI:

  • Maximize recruitment efficiency
    Important quality. AI can improve candidate selection at all stages: from initial search to final selection. Thus, in the first stages, AI automates the screening of CVs and questionnaires of candidates for a vacancy and finds the most suitable candidates in a large volume of information. Artificial intelligence can also predict the future behavior of selected candidates, based on information about professional experience and long-term cooperation in companies. Predictive analytics helps to select more adaptable candidates and increases the likelihood of their long-term cooperation with the company. 
  • Overcome recruitment bias
    The application of AI technologies in recruiting completely removes the influence of the “human factor”. Bias in candidate assessment is minimized. Artificial intelligence is unbiased and evaluates professional qualities, which, after all, are the main ones in the hiring process.
  • Enhances candidate experience
    AI recruiting provides a better candidate experience. The ability to process a large amount of data, compare it, and apply additional analytics tools helps to increase the efficiency of recruiting. For example, a recruiter can connect AI chatbots for initial communication with candidates and minimal questionnaires. Already based on this information, a job applicant can be evaluated. 
  • Companies also use AI recruitment software. Such software includes, for example, analytics tools for verbal (speech, written communication) and non-verbal (facial expressions, gestures, external reactions) communication with the job seeker. 
  • Improve the quality of hires
    AI in recruiting can expand the list of sources that are used in analyses. For example, in addition to data from CVs, it can use information from other open sources: social networks, profiles on Internet forums, and more. Such analytics also increase the productivity of the search for the ideal employee.
  • AI + Personalisation
    Of course, this is also a positive factor in applying AI in recruiting. AI tools can compare hundreds of factors and select the right person for the job with a high degree of personalisation, who is best suited to the job in terms of professional and personal qualities.

Virtual and augmented reality (VR and AR) is a hot trend that is in demand in the recruitment market. Gamification of recruitment helps to assess creativity, the ability to adapt to new realities, and emphasize the individual characteristics of each Job seeker.

Artificial intelligence recruitment in Belarus

How to use AI in recruitment?

Recruitment is a very fluid field that is constantly adapting to market demands. Therefore, the application of artificial intelligence in such a dynamic environment is a natural evolution of recruitment. AI helps in the following processes: 

Candidate sourcing

AI tools perform cold sourcing of job candidates by evaluating available CVs based on pre-entered parameters. AI also screens out irrelevant candidates and prepares a list of deserving candidates who will be contacted by the HR department for further communication.

Candidate Screening

According to statistics, the effectiveness of Candidate Screening with AI is much higher than manual labor. 9 out of 10 candidates matched using AI receive a Job offer. At the same time, 7 out of 10 candidates are considered good for an employee in the recruitment sector.

Talent Assessment

Artificial Intelligence tools can assess the talent of a job seeker using a holistic approach to analysis. At the same time, the candidate is evaluated against all available information. The candidate whose talents and capabilities are best suited to the specific job duties is selected.  

Candidate interviews

Artificial intelligence can be used in the candidate interviewing process. Here AI tools perform several functions: they provide transcripts of interviews (creating notes, editing video clips), they are an analytics tool (investigating conscious or unconscious reactions of a candidate), they provide scaling of the recruiting process (increasing the volume of employee search, conducting initial communication, testing and analyzing job seekers’ questionnaires). The efficiency of the entire HR campaign is doubled thanks to the competent application of artificial intelligence.

Offer and Onboarding

AI brings value at the Offer and Onboarding stage. 

Onboarding is a step-by-step involvement of a specialist in the social and working environment of the company, immersion in the corporate culture, work mode, and social and organizational rules of cooperation. Companies can realize this stage in different ways: office tours, personal informal communication, online meetings, welcome training, and others. However, these methods are not always realizable offline, especially if the employee works remotely.

Virtual and augmented reality (VR and AR) tools help to realize these processes in an accessible and interesting way so that a new employee is convinced of the right choice of the company.

Physical interviews by bots

Recruitment AI bots provide automation of candidate interviews. A chatbot is launched after exposure via a smartphone or personal computer. The algorithm conducts a personalized video or audio interview, asking questions about experience and education. Also, some advanced models can adapt the interview to the candidate’s personal qualities. This method allows to scale the hiring process to a significant extent, as well as to obtain an information pool of data for HR policy analytics.

AI-enabled background checking

AI-enabled background checking provides a comprehensive reality check of the data provided by the candidate. As a rule, such information as a criminal record, education, work experience, credit history, reviews of employers and recruiting agencies on specialized portals, and many others are checked.

Rerouting talent

Personalization and detailed analysis are distinctive features of AI applications in recruiting. According to the results of the analyses, the recruiter decides to reroute talent. This is the best decision for both the candidate and the company. Why? The future employee will get a position that is more suitable for him/her, and the company will be enriched by another talented team member.

Finding the right hire from within

AI researches not only the external market of employees but also the internal one. Sometimes, the person they are looking for is just around the corner, already on the company’s payroll.

AI-enabled reference checking

An employer contacts a job applicant’s previous employers to find out about the applicant’s history, qualifications, experience at the previous firm, and reasons for leaving. This is a popular practice. However, with classical analysis, the process is time-consuming, labor-intensive, and provides little information. Artificial intelligence comes to the rescue.

AI refers to checking faster, more informative, and more reliable information. Receiving feedback is automated, which affects the speed of accepting a new employee.

Key techniques and tools used in AI recruiting

Priority areas of AI recruiting:

  • Candidate Search. The main advantages of using the technology are unlimited scalability and speed. The neural network is constantly learning, analyzing, and applying the experience of previous actions. This maximizes the productivity of recruiting processes. At the same time, more questionnaires are researched, and more diverse vacancies are closed using AI recruitment software, which means the company can work more efficiently and make more profit. 
  • Response Analysis. The mechanics are the same, both for manual analysis of candidate responses and with the help of an AI tool. Both humans and AI analyze CVs for compliance with the requirements of the vacancy: experience, cases, education, and so on. The difference is in speed and quality. A human does it quite slowly and can make mistakes due to inattention or inexperience. An AI algorithm is impartial, it does not get tired and does not have a personal opinion. In addition, the speed of data processing is hundreds of times faster than human capabilities.
  • Communications with jobseekers. We have already discussed this issue. You can run chatbots to collect and analyze primary data, investigate feedback from candidates, connect additional AI tools during interviews, and so on.

Top 10 tools for AI in recruiting

The integration of Artificial Intelligence (AI) in recruiting has revolutionized the hiring landscape, offering enhanced efficiency, accuracy, and candidate experience. This text explores ten cutting-edge AI tools that are transforming recruitment processes.


HireVue leverages AI to streamline the interview process through video-based assessments. It employs facial recognition and natural language processing to evaluate candidates’ competencies and fit. By analyzing verbal and non-verbal cues, HireVue provides a data-driven approach to candidate evaluation, reducing human bias and improving decision-making accuracy.


Pymetrics utilizes neuroscience-based games to assess candidates’ cognitive and emotional traits. The AI algorithms match these traits with company-specific success profiles, enhancing the likelihood of hiring candidates who will thrive in the organization’s environment. This tool is particularly effective in promoting diversity and inclusion by minimizing biases inherent in traditional assessments.


Textio offers augmented writing tools that optimize job descriptions and recruiting emails. Its AI-powered platform analyzes language patterns and suggests improvements to enhance the appeal and inclusivity of job postings. By reducing biased language and ensuring clarity, Textio helps attract a broader and more qualified candidate pool.


Hiretual is an AI-driven talent-sourcing tool that uses machine learning to identify and engage passive candidates. It integrates with various data sources to create comprehensive candidate profiles and provides predictive analytics to rank candidates based on their suitability for the role. This tool significantly reduces the time and effort required for sourcing top talent.


Mya is an AI-powered chatbot designed to automate candidate engagement throughout the recruitment process. From initial contact to interview scheduling, Mya interacts with candidates in real time, providing timely updates and answering queries. This enhances the candidate experience and frees up recruiters to focus on more strategic tasks.


For technical roles, HackerRank offers an AI-based platform for assessing coding and problem-solving skills. It provides a wide range of coding challenges and projects, allowing recruiters to objectively evaluate candidates’ technical abilities. The platform’s analytics help identify top performers, facilitating data-driven hiring decisions.


Entelo combines AI and predictive analytics to enhance talent acquisition. It uses data from social profiles, professional networks, and other sources to identify potential candidates and predict their likelihood of changing jobs. Entelo’s diversity module also helps ensure a more inclusive hiring process by highlighting underrepresented candidates.

Restless Bandit

Restless Bandit focuses on rediscovering past applicants and matching them with new job openings. Its AI algorithms analyze previous applications and identify candidates who may be a good fit for current roles. This tool maximizes the value of existing candidate databases, reducing the need for constant sourcing.


Ideal is an AI-based talent screening and matching system. It automates the initial screening process by analyzing resumes and matching them against job requirements. Ideal’s machine learning algorithms continuously improve by learning from recruiters’ feedback, enhancing their precision over time.


SeekOut is an AI-powered sourcing tool that specializes in finding diverse and hard-to-reach talent. It aggregates data from multiple sources, including public profiles and professional networks, to build comprehensive candidate profiles. SeekOut’s diversity filters and bias reduction features support inclusive hiring practices.

AI tools in recruiting are enhancing efficiency, accuracy, and inclusivity in the hiring process. These tools provide valuable insights and automation capabilities, enabling recruiters to make more informed and unbiased decisions. As AI continues to evolve, its impact on recruitment is poised to grow, offering even more sophisticated and effective solutions for talent acquisition.

Steps for Integrating AI Tools into Your Current HR Tech Stack

Integrating AI tools into your existing HR technology stack involves a strategic approach to ensure seamless integration and maximized benefits. Here are key steps to guide this process:

Assess Needs and Objectives

Begin by identifying specific HR challenges and objectives that AI tools can address. This could include improving recruitment efficiency, enhancing candidate experience, or promoting diversity. Clear goals will help in selecting the most suitable AI tools.

Evaluate the Current HR Tech Stack

Conduct a thorough review of your current HR systems and processes. Understand the capabilities and limitations of your existing technology to identify integration points and compatibility requirements for new AI tools.

Research and Select AI Tools

Research various AI tools available in the market, focusing on those that align with your identified needs and are compatible with your current systems. Consider factors such as scalability, user-friendliness, and vendor support during the selection process.

Pilot Testing

Implement a pilot program with the selected AI tool to test its functionality and integration with your existing HR tech stack. Gather feedback from users and stakeholders to assess the tool’s effectiveness and identify any issues or areas for improvement.

Training and Change Management

Provide comprehensive training for HR staff and relevant stakeholders to ensure they are proficient in using the new AI tools. Implement change management strategies to facilitate smooth adoption and address any resistance to new technologies.

Monitor and Optimize

After full deployment, continuously monitor the performance of the AI tools and their impact on HR processes. Collect and analyze data to measure success against initial objectives and make necessary adjustments to optimize performance.

By following these steps, organizations can effectively integrate AI tools into their HR tech stack, enhancing overall efficiency and achieving strategic HR goals.

Will AI Replace Recruiters?

The question of whether AI will replace recruiters is multifaceted and requires a nuanced understanding of both AI capabilities and the nature of recruiting work. While AI is significantly transforming the recruitment process, it is unlikely to completely replace human recruiters. Here’s why.

  • Capabilities and Limitations of AI in Recruiting

Automation of Routine Tasks:

AI excels at automating repetitive and time-consuming tasks such as resume screening, candidate sourcing, and interview scheduling. Tools like HireVue and Ideal use machine learning to streamline these processes, saving time and reducing human error.

Data-Driven Insights:

AI can analyze large datasets to provide insights into candidate fit and predict future job performance. This helps in making more informed and objective decisions, reducing biases that can affect human judgment.

Enhanced Candidate Experience:

AI chatbots like Mya can engage candidates in real time, answering questions and providing updates throughout the recruitment process. This improves the candidate experience by ensuring timely communication and reducing wait times.

  • Human Element in Recruiting

Complex Decision-Making:

Recruiting involves complex decision-making that goes beyond data analysis. Assessing cultural fit, interpersonal skills, and nuanced human traits requires emotional intelligence and contextual understanding, which AI currently cannot replicate.

Relationship Building:

Building relationships with candidates and understanding their motivations, aspirations, and concerns is a key aspect of recruiting. Human recruiters excel in empathy and personal interaction, fostering trust and rapport that AI cannot achieve.

Strategic Planning:

Recruiters often play a strategic role within organizations, advising on talent strategy, workforce planning, and organizational development. These strategic functions require human creativity, critical thinking, and an understanding of broader business contexts.

  • Collaborative Future

The future of recruiting is likely to be a collaborative one, where AI and human recruiters work together to enhance the recruitment process. AI will handle data-intensive and repetitive tasks, providing recruiters with more time to focus on high-value activities such as relationship building and strategic planning.

AI is poised to significantly augment the capabilities of recruiters by automating routine tasks and providing valuable insights. However, the human elements of empathy, complex decision-making, and strategic thinking remain irreplaceable. Therefore, rather than replacing recruiters, AI will serve as a powerful tool that enhances their effectiveness and allows them to focus on the aspects of recruiting that require a distinctly human touch.


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