How AI is Becoming a Recruiter’s Best Friend

Are you terrified you’re going to be replaced by a robot? This fear seems common these days, especially among recruiters. Many people working in talent acquisition are both curious about artificial intelligence (AI) – it ranked as one of the top global recruiting trends in a recent LinkedIn report – and worried about what it means for the future of their profession.

The concern is understandable. AI is an emerging field that is not well understood by the general population. However, I believe that AI is not here to replace recruiters. It’s here to make our lives easier, to automate tedious tasks, and to free up time so we can focus on things that really matter, like strategizing and building relationships with candidates.

In order to put some AI fears to rest, I’d like to look at three of the ways that recruiters can use AI to become more effective in their jobs:

1. Using AI to Write More Effective Job Descriptions

Writing a job post that attracts a diverse pool of qualified candidates requires more than a snappy company description and a rundown of job duties. In fact, your job ads could be unintentionally repelling the candidates you want, even if it looks like all the basics are there. Your descriptions could be too wordy, too jargon-y, too long, or even too short! Worse yet, you might be writing biased job posts without even realizing it.

How can you know if the language in your job posts is going to be effective and unbiased? Companies like Textio give you access to data crowdsourced from millions of job posts to predict the performance of your job post and help you improve it. Tools like these are nearly as easy to use as spell checkers, and the more posts they analyze, they smarter they get.

2. Using AI to Eliminate Scheduling Headaches

One of the most time-consuming and thankless tasks recruiters handle is scheduling interviews with candidates. The process generally takes multiple rounds of email – and hours of recruiters’ time – to finalize a date and time for an interview. All this back and forth introduces many opportunities for error. And don’t even get me started about what happens when someone has to cancel or reschedule!

This is why some of the latest scheduling AI tools like My Ally and GoodTime are so exciting. My Ally uses a virtual assistant, cc’d on your emails, to take care of scheduling, while GoodTime syncs information from calendars to find available times and make sure interviewers don’t get overbooked.

3. Using AI to Assess Candidates Efficiently and Objectively

In today’s market, recruiters are flooded with resumes, most of which come from unqualified applicants. There aren’t enough hours in the day to thoroughly assess each candidate, and unconscious bias can quietly guide even the most astute recruiters to choosing candidates for the wrong reasons.

Fortunately, resume screening is exactly the kind of tedious work with which AI can help. Moreover, since these AI recruiting solutions remove the element of subjectivity from the selection process, they can also reduce bias and help you build a diverse pool of talent. There are plenty of solutions available, like Pomato, which helps recruiters analyze candidates’ resumes, and HireVue, which integrates AI with video interviews.

While these point solutions can be quite helpful, other solutions fit AI into your current workflow. That’s the design philosophy behind Uncommon IQ, a qualification-based talent marketplace that sends streams of vetted candidates directly to recruiters’ applicant tracking systems or inboxes.

AI and the Future of Recruiting

AI doesn’t eliminate the need for recruiters. Rather, it allows recruiters to focus more on hiring great talent and less on tedious, low-value activities like digging through unqualified resumes. Hiring people is one of the most rewarding and beneficial parts of building a business, and I am genuinely excited about how AI can help us become more effective recruiters.

Why it’s so hard to hire and get hired

There’s a single number that sums up all of the difficulty that candidates and recruiters face in the job search process: 250. Why is this number so significant? It’s the average number of applicants per job. And it’s growing. Only five years ago, it was less than half that number.

This number has skyrocketed in recent years because applying for a job online has never been easier. In fact, in many cases it’s as simple as the click of a button.

But the simplicity of the online application process masks the complexity of hiring. Let’s look at some of the ways that a large number of candidates can be problematic.

It’s bad for the candidate

Anyone who’s applied for a job online has felt this pain. It feels impossible to cut through the noise and stand out among hundreds of candidates. Job seekers have learned that they can’t expect a call or email, they can’t expect an opportunity to express their interests and qualifications, and they definitely can’t expect feedback of any kind. Three out of four candidates never hear back after submitting an application.

It’s bad for recruiters

When you look at what’s expected of recruiters, it’s not hard to see why they have such a hard time following up with candidates. In-house recruiters are often responsible for 20 or more open positions. So if we consider that each of those roles has an average of 250 applicants, we can quickly calculate that they need to examine thousands of applicants at any given time. And since 98% of job seekers are eliminated in the résumé-screening phase, that’s a lot of work upfront for very few candidates to move on to the next stage. This creates a process that’s time-consuming and emotionally draining—not to mention wasteful. Plus, building a talent pipeline is expensive since you need to pay for every candidate, whether they’re qualified or not.

You get what you pay for

There’s one reason for this market failure: Interests are not aligned. In order to attract a wide array of applicants, companies use multiple vendors to list their job openings: job boards, search engines, and social networks. Through these mediums, pricing is usually on a cost-per-click (CPC) basis. The problem? When you pay for clicks, you get clicks. Large quantities of them! But not qualified candidates.

We are here to help

Here at Uncommon, we see a simple way to solve this problem. By connecting recruiters with only qualified applicants, we’re setting both groups up for success. Candidates get the chance to shine and get fast-tracked through the initial screening process. In fact, 65% of our qualified candidates are contacted by recruiters (compared to the 2% industry average).

We are here to make every recruiter a hero. Recruiters are the gatekeepers of quality, culture, and diversity. They are responsible for building their companies, and for that reason they need the best tools. We are here to make recruiting what it is meant to be: an impactful role that is rewarding and exciting, focused on people and opportunities.
We are here to empower companies and people to grow.

Try us out for yourself at

Finally, A Better Way to Connect Jobs With Talent

Teg Grenager_launch

When you think about it, the recruiting industry hasn’t really changed much in the past 100 years. Employers write job descriptions and pay to advertise them. Job seekers read job posts on job boards, decide if they are qualified, and apply. Then the employers have to read through all the resumes and make subjective decisions about who to talk to.

It works, but it’s badly in need of an upgrade. Job seekers end up applying for jobs they’re not qualified for, recruiters waste lots of their precious time and money reviewing unqualified applicants, and the process lacks objectivity. Having personally felt the pain on both sides of this dysfunctional equation, we got to thinking: there’s got to be a better way.

That’s why today we’re launching Uncommon IQ, the industry’s first qualification-based talent marketplace. Uncommon IQ fundamentally changes the way that employers find talent and people find jobs, and paves the way for a much-needed industry transformation that will bring efficiency and objectivity to all parties. Here’s how it works: with Uncommon IQ, job seekers see which jobs they are already qualified for, and apply to them with confidence. And employers get access to a stream of 100% qualified applicants for their position, guaranteed. This saves recruiters a lot of time, and – since they pay only for qualified applicants with the industry’s first Cost per Interested and Qualified (CPIQ) pricing model – it also saves them a lot of money!

We’ve spent the last year working hard to build Uncommon IQ because we want to bring efficiency and fairness to the recruiting process. And the response from our beta customers has been extraordinary – this is clearly the programmatic platform that the industry has been waiting for! That’s why today we’re delighted to put it in your hands, and finally give the recruiting industry the upgrade that it so badly needs – and deserves.

Happy hiring!

Teg Grenager, CEO