Tips and Tricks for Better AI Recruiting Agent Results
Greetings!
It’s been 3 months since we launched AI Recruiting Agents on Careerlink and we wanted to share some of our learnings in the event that your organization is exploring how to integrate AI into HR. Let’s start with our top learnings.
1. Job Titles Matter to AI Agents
As much as possible your job title should match what potential candidates would use as their own job title. AI does a decent job of normalizing job titles to find matches but we’ve seen some job titles that are so internally focused that AI struggles to understand what they mean (as do a lot of jobseekers we imagine). So, when it comes to getting great results out of an AI Recruiter try to keep job titles clean and as normal as possible.
Good: “Cybersecurity Engineer”
Bad: “ITSEC Officer P/T (5am – 2pm) #HIRING #INFOSEC #CYBER”
2. Less Fluffy Job Descriptions
Let’s face it most job postings use boilerplate language that describes benefits information and how great it is to work at the organization. While this information can be valuable it’s important to make sure that your job descriptions show enough job specific detail to enable AI to understand what you are really looking for and are not just a sales pitch to potential candidates. Our algorithms match on areas such as qualifications, experience, skills, semantic match, and more. In order to find quality matches the Agent needs information to properly score across these metrics and find high quality matches. This is one area where you definitely get out of AI what you put into it.
3. Requirements vs Nice to Haves
Break out your hard requirements and your “nice to haves”. If a certain certification is required and you won’t hire someone without it then it’s a hard requirement. Separate these logically and explicitly in your JD to make sure you are not passing over great candidates due to potentially co-mingling hard and soft requirements.
These past few months we’ve worked with some amazing customers that range from 1 person HR departments to Fortune 500 companies and we’ve listened and run fast to build new features to deliver more qualified candidates from across the country to them! We’re proud to help them build an advantage in recruiting as this technology progresses. Our release this week will introduce exciting new enhanced reasoning models to a select group of customers. You’ll also now be able to automatically assign AI Recruiters directly from your ATS via custom hashtags within your job description to jumpstart your recruiting from the get go and fill jobs faster.
If your organization is looking to strategically incorporate AI into Talent Acquisition and beyond we are here to help. And remember that the march of AI will only continue. We’ve come a long way in just 3 months. If you can source and invite to apply highly qualified candidates in minutes for 60% of your positions today how many will you be able to source in 1 year? 2 years? 3? The future of TA and AI is rapidly approaching and we’re here to help.
Happy hunting!
