10 tips for selecting and using AI tools

Technological progress, particularly in the form of artificial intelligence (AI), is having an impact on pretty much all sectors - including the staffing industry. So far so good. There have always been advances and the resulting changes. But what is new and special about AI?

AI is here to stay. So AI cannot be ignored. AI affects everyone - both privately and professionally. And the AI-driven changes are coming fast, faster than any previous form of change. Keyword: exponential development.

A small example? Until a few years ago, the error rate in speech recognition was still gigantically high. Today, it is almost on a human level.

It is not for nothing that the following quote is very popular with change management professionals:

This quote, known in technical jargon as the Red Queen hypothesis, sums up AI in a nutshell - at least almost. Because speed alone in accepting and implementing changes is not enough. Above all, there must be a goal. In other words, companies need to move quickly AND in the right direction.

The future - and therefore the "right direction" - clearly lies in the implementation of AI in recruiting processes. This is because AI will gradually revolutionize every aspect of recruiting over the next five to ten years. Companies can see exactly what this means by looking at the AI tools and AI functions that are already available. AI will take the search for applicants to a new level. No manual input errors. Infinitely broad search base. Automatic integration of CVs. And. And. And. Only when searching for candidates. That's why companies around the world are already using AI recruiting tools to optimize their processes and save their recruiting team time.

There is no simple answer to this question. That would be too nice. After all, every company is different - and so are the company-specific requirements, needs and wishes. There are also numerous providers of AI tools. Given the sheer abundance of choice, it can be difficult to find the right AI software. We support our customers in the decision-making process, in which many factors should be taken into account. For company A, tool 1 may be a great fit, but for company B, tool 1 would be completely wrong.

So how do recruiting companies find the right provider with the right software technology? We have listed 10 tips as a guide to help decision-makers make the right choice.

10 tips for selecting and using AI tools:

The right AI recruiting software is only available together with the right provider. In other words, pay attention not only to the software, but also to the company behind it, the provider. Because although you use the software, you work with the provider. This cooperation should be trusting, on an equal footing and, above all, individual. Therefore, choose a software partner who is available at all times. And in person!

When selecting AI software or a provider, the company's location is also crucial. Recruiting companies based and operating in Germany are subject to local legal regulations, for example in terms of data protection and data security. American software providers are therefore not always the best choice. A German provider with personal support and compliance with GDPR & Co. is more likely.

Our recommendation: As with any technology that uses data, it is important to give absolute priority to data protection and the ethical use of AI in recruiting.

However, there are also major differences between German providers. For example, there are software companies that have not developed the technology themselves. This can make support difficult. But even large software giants are not necessarily a panacea. These companies are characterized by a lack of flexibility. The processes are standard and cannot be customized. The same usually applies to the AI features of the tool.

Transparent and continuous communication from the outset is very important when using AI in recruiting. Ultimately, the way in which you communicate with employees can make a decisive contribution to reducing fear of change and avoiding resistance. Therefore, start involving important stakeholders at an early stage.

What is behind AI? How does AI help me in my work? What is possible with AI? AI has come a long way, but it's important to understand its capabilities and limitations before incorporating it into your recruitment process. Employees who are informed about AI not only feel included, but are also open to the use of AI tools. Therefore, invest in the knowledge of your employees.

P.S.: Good software providers also hold on-site training sessions and workshops with your employees, answer questions and provide information. In short: they accompany you step by step - during selection, onboarding, implementation and also during the ongoing process.

Where can AI bring the greatest benefit? Which areas should be AI-optimized? If you know exactly what you want, it is easier to select the right AI tool and AI functions. High-quality providers will also advise you on this step. The greatest potential for insight lies in the data. Perhaps one of the most important applications of AI in recruiting is the use of the wealth of analyses, metrics and data. Before AI, such extensive data collection was not possible. Systematic data analysis can help to identify and tap into further efficiency and development potential.

It is important to check the functions of the individual AI tools and ensure that all requirements and legal regulations, for example in the area of data protection and data security, are met. Also, an AI feature that can theoretically be used does not automatically have to be useful for every recruiting process. One example: AI can be used in applicant selection. However, we take a critical view of this and do not consider AI to be a substitute for human intuition and judgment in any way. This is why we advise our clients to use AI as a means of process optimization and not as a substitute for human interaction.

Our recommendation: Use AI to automate time-consuming, repetitive tasks. This is one of the main benefits that has the greatest potential for efficiency. Your recruiters can get back to strategic activities, such as interviewing candidates.

Pilot tests should be carried out before the software rollout. This has several advantages. Firstly, the effect of the tool and the functions can be tested, and secondly, further optimization is possible through fine-tuning. The test phase is also a good opportunity to gradually introduce employees to new functions and working methods.

Measure the success. Time saved. Rate of CV scans. Diversity of candidates. Customer satisfaction. And. And. And. If you measure the effectiveness of AI tools, you can continuously optimize your recruiting processes and move strategically into the future. Keyword: future. The AI solution selected and used today may be outdated tomorrow. Therefore, when selecting your provider, pay attention to their technological roadmap. What development steps are planned? Are new AI functions constantly being added? ...

Dealing with IT and especially AI requires an attitude of lifelong learning. The introduction AND continuous use of AI tools should be accompanied by expert, high-quality training and workshops on an ongoing basis.

P.S.: A high-quality software partner will support you in this and keep your employees AI-fit.

Conclusion: AI is an important tool to support your recruiting team - not a replacement. It's important to foster collaboration between recruiters and AI to get the most out of this technology. Human recruiters bring valuable skills such as intuition, experience and emotional intelligence to the process. By using the right AI tool in combination with the optimal interaction between humans and AI, the result is a more efficient and effective recruitment process.

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