Recruiter's AI Digest #69

Resources and perspectives to keep you ahead of the curve as AI deepens its impact in Recruiting. 🤖

Welcome to the community of 3,500 forward-thinking recruiting leaders. 🎉 We stay on the pulse of AI and its impact on recruiting, so you don’t have to!

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This week’s digest

🚨🚨Recruiting jobs at companies that give their recruiters superpowers 🚨🚨

We just launched a job board where we showcase recruiting jobs at companies using Metaview. This should be a great resource going forward if you’re looking for a new role at AI-enabled organizations!

Check it out → https://www.metaview.ai/customers/open-roles

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Check out the awesome material this week 📖 :

• The impact of the AI-enabled recruiter
  (Metaview)

• AI in organizations: Some tactics
  (Ethan Mollick)

• What are you doing to future proof your career?
  (Hung Lee)

• Hiring using AI? You’ll need to change your hiring KPIs then
  (TLNT)

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Are there people you know struggling to digest all the AI news? Share this newsletter with them. 🙏

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The impact of the AI-enabled recruiter
(Metaview)

Metaview recently conducted a study where we surveyed recruiters who were, and recruiters who weren’t using AI at work.

1. Boosting Productivity: 92% of recruiters started using AI to save time and increase productivity, with tasks like summarizing unstructured data being the most common use.

2. AI Skills are Essential: 93% of recruiters believe that AI skills are necessary for the job, positioning them as a must-have in the modern recruiting landscape.

3. AI Increases Efficiency: AI-enabled recruiters complete 25% more interviews per week and spend 41% less time on administrative tasks like documentation.

4. Team-Wide AI Adoption Multiplies Impact: Teams using AI in a centralized approach complete 66% more candidate screens than those using AI individually.

AI is clearly a game-changer in recruiting, helping teams do more with less and freeing up time for more strategic work.

Check out the full report here.

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AI in organizations: Some tactics
(Ethan Mollick)

AI is already transforming how people work—65% of marketers and 64% of journalists are using tools like GPT-4 to boost productivity by up to 26%. Yet many companies aren’t seeing these gains because of "secret cyborgs"—employees who quietly use AI but keep it under wraps, fearing punishment or layoffs.

To unlock this hidden potential, companies need to:

1. Foster a culture of experimentation: Create clear, supportive guidelines that encourage safe AI use without fear.

2. Reward innovation: Offer real incentives—bonuses, promotions—for employees who share their AI-driven successes.

3. Lead by example: Executives should be visibly using AI and encouraging their teams to explore it.

4. Embrace a dual approach: Encourage employee-led AI experiments (the "Crowd") while also building an in-house AI R&D team (the "Lab").

With AI rapidly evolving, companies that embrace this strategy can turn secret cyborgs into innovation powerhouses, driving real transformation.

AI in organizations: Some tactics

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What are you doing to future proof your career?
(Hung Lee)

The peak demand for recruiters in May 2021 has since shifted to a new reality: companies are getting smaller and more efficient, meaning competition for recruiter roles is fierce. To stay competitive, here are three key strategies:

1. Become AI-Enabled: AI fluency is a must. Recruiters need to incorporate AI tools into their daily work as AI-native recruiters are becoming the industry standard.

2. Emphasize Being Human: As AI-generated content floods inboxes, recruiters who showcase their human touch will stand out and engage more effectively with candidates.

3. Leverage Collective Intelligence: AI may dominate in data-driven processes, but it lacks access to non-textual, "off-the-record" conversations. Recruiters who actively participate in community interactions will gain a competitive edge by tapping into this exclusive information.

Others in the comments suggested Networking, Community Building, becoming better at marketing all as key ways to differentiate yourself in the AI era of recruiting.

See LinkedIn post here.

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Hiring using AI? You’ll need to change your hiring KPIs then
(TLNT)

As AI reshapes recruitment, traditional KPIs like time-to-fill and cost-per-hire remain crucial but must be complemented by new metrics that measure AI’s impact on hiring success and compliance. Richard Mendis outlines five AI-driven KPIs to track:

1. Qualified candidates per position: Use AI to improve job postings and interview consistency, boosting qualified candidates sent to hiring managers.

2. Time to hire: AI streamlines processes like note-taking and scheduling, significantly reducing hiring time.

3. Cost per hire: Automating tasks with AI reduces inefficiencies and overall hiring costs.

4. Quality of hire: Measure long-term success through employee performance and retention, ensuring AI helps find better candidates.

5. Interview compliance: AI can monitor for EEOC violations and other compliance risks, improving adherence to legal standards.

As AI adoption grows, updating KPIs will help HR leaders better track AI's impact on recruitment success and efficiency.

See full post here.

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