How large-scale enterprises are using AI recruitment software the right way

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We all know that the recruiting game has become more challenging than ever. The combination of a very low unemployment rate, particularly in the US, candidates generally feeling a greater sense of agency and being more discerning about things like company culture, and slashed hiring budgets have made the jobs of today’s recruiters more demanding than ever.

Shifting business plans requires agility

These roadblocks are particularly true for large employers with changing business plans and priorities, which drive the need for new skills and perhaps redesigned jobs. Thankfully, there are best-in-class AI recruitment software solutions that help mitigate the potential challenges that come with effectively identifying and engaging top talent at scale.

How AI is transforming hiring altogether

Let’s face it – artificial intelligence in recruitment is now demonstrably helping many large if not industry-leading organizations hire at scale, even amid the ever-changing dynamics mentioned above. The ways AI recruitment software is making a difference are as varied as they are impressive: from personalizing employer value propositions for better engagement to evaluating candidates faster and more accurately than ever before.

AI can also be used to predict when a candidate might drop out of the process or struggle after being hired, even if they have the right skills on paper. Plus, it can guide recruiters to invest 20-30% above market for critical roles, a strategy that has proven successful in some cases. These are just a few examples of how AI is transforming hiring as we know it.

AI does not guarantee a great interview experience

While AI recruitment software has undoubtedly revolutionized the hiring landscape, it’s essential to remember that even the most advanced AI solutions can’t guarantee a flawless interview experience. In fact, the Greenhouse 2024 Candidate Experience Report showed that one in every five (20%) job seekers have rejected an offer due to a poor interview experience. The report also highlighted that “ghosting” behavior (going silent after showing interest) with in-progress candidates has decreased from last year, but is still an issue for more than half (52%) of job seekers.

There’s also the potential for bias – whether human or machine-led – to seep into the interview process. In fact, the same report found that over half (54%) of candidates faced discriminatory interview questions – a 20% increase from 2023. And whether it’s due to the use of AI or other breakthrough technologies or not, the report highlighted that while 53% of candidates say their companies have improved at hiring, 47% say they’ve gotten worse.

This highlights a lingering misconception from corporations that AI recruitment software can replace the human touch in hiring – but that has definitely not been proven to be true.

The key to business success = AI + talent intelligence capabilities + a human touch

In my experience as an HR consultant, I’ve witnessed firsthand how the integration of AI and talent intelligence can revolutionize the recruitment landscape.

What is talent intelligence?

Talent intelligence (TI) basically refers to the practice of collecting, analyzing and leveraging all useful and reliable internal and external workforce, industry and labor market data.

• External TI: Explores data and insights from outside the organization (labor market trends, industry-specific data, competitor analysis).
• Internal TI: Focuses on the data and insights from within an organization (employee performance, skills inventory, career progression paths, internal mobility, gaps in workforce capabilities).

These insights are essential for staying competitive, and AI’s ability to curate this information, recognize patterns and suggest appropriate actions takes talent intelligence to new heights.

How AI-powered tools can support the hiring process

Top organizations are using AI recruitment software features that enable them to further their TI and scale with more speed and less risk. Here are a few examples that Greenhouse offers:

Resume anonymization: Using AI to remove identifiable information like gender, photos and names from resumes helps you reduce the chance of unconscious bias and focus on candidate skills that matter.


Talent filtering: Not to be confused with parsing resumes, talent filtering uses advanced filters and smart keyword and skill suggestions to help hiring teams narrow down candidate lists – while ensuring your hiring decisions stay transparent, compliant and explainable.


Competitive intelligence tools: The new Greenhouse partnership with Pave Market Data takes TI a step further, providing valuable external data and benchmarks without prolonging the hiring process.

As leaders of some of the largest global organizations have shared with me, the quest for “best fit, top talent” never ceases. With AI recruitment software and talent intelligence at the forefront, organizations are better equipped to hire at scale while maintaining the human touch essential to the process and making hiring a major competitive advantage.

Do today’s talent leaders think using AI in hiring is like cheating? Find out in this blog.

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