AI Candidate Screening vs. Traditional Methods: Which is Better?

AI screening is fast and efficient, while traditional methods offer a personal touch. Here's a quick comparison:

Key takeaways:

• AI excels at speed and consistency
• Traditional methods are better for assessing soft skills and culture fit
• A balanced approach combining AI and human touch works best for most companies
• Choose your method based on company size, job type, and budget

The future of hiring will likely involve AI tools for initial screening, with humans making final decisions. Companies should stay flexible and adapt their screening methods as technology evolves.

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Old-School Screening Methods

Let's dive into how traditional recruiting approaches work in practice.

Reading Resumes by Hand

Imagine sifting through mountains of paper resumes. That's what manual screening feels like. It's not just time-consuming - it's a recipe for burnout:

• It takes a whopping 23 hours to screen resumes for ONE hire
• Recruiters spend just 7 seconds per resume (yep, you read that right)
• And let's not forget about unconscious bias creeping in

Phone and Face-to-Face Talks

Next up: interviews. They're great for gauging communication skills and cultural fit. But they come with their own set of headaches:

• The process can drag on for weeks (or even months)
• And it's pretty subjective - not always leading to the best hires

Checking References and Testing Skills

The final hurdles? Reference checks and skill tests. Here's a quick breakdown:

Here's the kicker: HR directors spend a MONTH on average recruiting for open positions. Of that, 5.19 days are just for CV screening. And the cost? Up to £5,000 per new hire.

These old-school methods might be familiar, but they're struggling to keep up. Next up: how AI is shaking things up in candidate screening.

AI Screening Tools

AI is shaking up how companies hire. Here's the scoop on AI tools for screening job candidates:

AI Resume Reading

AI devours resumes at lightning speed. It's like having a super-smart assistant that:

• Scans resumes in seconds
• Gets the big picture, not just buzzwords
• Learns on the job

Take Affinda's resume parser with its Vega AI engine. It's helping companies sift through more resumes, faster than ever.

AI Chat Programs

Chatbots are now playing recruiter. They're asking the basics to see if you're a good fit. For example:

"The chatbot analyzed my answers to check my skills", said Rick Gned, who applied at Woolworths.

McDonald's, Wendy's, and CVS Health are all chatting up candidates with AI.

AI Video Interview Review

Some AI tools are watching you watch them. They're checking your:

• Words
• Voice
• Body language

But it's not all smooth sailing. Richard Wahlquist, CEO of the American Staffing Association, points out:

"AI tools claim to reduce interviewer bias, but their own biases are a concern."

AI Predictions and Skill Tests

AI isn't just screening - it's crystal-ball gazing. Here's how:

ESPN used AI to find interns and got 560 candidates from 53 countries in just six weeks. Talk about casting a wide net!

But remember, AI isn't perfect. Matthew Scherer from the Center for Democracy and Technology warns:

"Companies need to be careful about bias in AI systems."

The bottom line? AI is a great sidekick, but it shouldn't be the hiring boss.

AI vs. Traditional Screening: Side by Side

Let's compare AI and traditional screening methods:

Speed and Cost

AI screening is FAST. Unilever's AI tool saved 100,000+ hours yearly. Traditional methods? They're slow. It takes about 23 hours to screen resumes for ONE hire.

AI costs more upfront but saves money long-term. It frees up HR staff time, which adds up.

Accuracy and Candidate Experience

AI tools like Searchlight predict post-hire performance with 80% accuracy. They're consistent, using set criteria. Human screening? It can be hit-or-miss due to bias.

AI responds quickly and works 24/7. Nestle's AI answered 1.5 million candidate questions. But here's the catch: 90% of candidates still want some human involvement.

Fairness

AI can level the playing field. It uses pre-set criteria, which helps reduce unconscious biases that sneak into traditional screening.

The bottom line? AI is fast, accurate, and fair. But people still matter. A mix of AI and human touch might be the sweet spot.

Pros of AI Screening

AI screening tools are shaking up recruitment. Here's why:

Speed Demon

AI screening is FAST. It chews through thousands of resumes in seconds, not days.

Unilever's AI tool saved them 100,000+ hours per year on screening. That's a lot of time their HR team can spend actually talking to top candidates.

24/7 Worker

AI doesn't need coffee or sleep. It's always on, meaning:

• No waiting for HR to come back from vacation
• Candidates get quick responses, even on weekends
• Companies can hire non-stop

Hilton Worldwide tried this out. They used AI chatbots for initial recruitment and cut their time-to-hire by 75%.

Phonescreen AI: A Closer Look

Phonescreen AI does automatic screening calls. Here's what it can do:

HireVue takes it up a notch. Their system matches candidate skills with jobs, even if titles don't match exactly. A "marketing manager" might get matched with a "marketing director" role.

"Faster pre-screening means faster job offers—so the top industry talent is working for you and not the competitor." - HireVue

Bottom line? AI screening tools are fast, tireless, and smart. They're becoming a must-have for companies in the talent race.

Cons of AI Screening

AI screening isn't perfect. Here are some downsides:

Costs and Tech Limits

Setting up AI can be expensive:

• Some tools cost thousands monthly
• Smaller companies might struggle with costs
• You need tech skills to use these systems well

AI can't do everything. It might miss good candidates if their resumes don't fit its exact rules.

Bias and Privacy Issues

AI can accidentally copy human bias:

• Amazon ditched its AI hiring tool in 2018 because it favored men
• This happened because most past hires were men

Here's a quick look at bias problems:

Privacy is another big worry. AI needs lots of personal data to work. Keeping that data safe isn't easy.

Donncha Carroll from Axiom Consulting Partners says:

"Every system that involves human beings is biased in some way, because as a species we are inherently biased."

To fix these issues, experts suggest:

• Keep humans involved in hiring decisions
• Use diverse teams to build AI models
• Check AI systems often for fairness

Pros of Old-School Screening

Old-school screening still has its place. Here's why face-to-face talks and human judgment matter:

Meeting in Person

In-person interviews offer things virtual can't:

• You see body language
• Candidates feel your workplace vibe
• It's easier to connect

77% of employers globally struggle to find skilled talent. In-person interviews can help by showing the whole picture.

Changing Questions on the Fly

Traditional interviews let you:

• Ask follow-ups
• Adjust to each candidate
• Check soft skills in real-time

This matters most for people-focused roles.

AI's great, but don't forget the human touch. As Ray Kroc said:

"You're only as good as the people you hire."

Old-school methods help you find the best fit, not just the best paper.

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Cons of Old-School Screening

Old-school screening methods can really mess up your hiring process. Here's why:

It's Slow and Biased

Traditional screening? It's a slog:

• Hiring takes 42 days on average
• Resume reviews eat hours
• Interviews drag on for weeks
• Bias creeps in, whether we like it or not

A 2021 study showed something pretty messed up: if your name sounds "non-white", you're less likely to get a call back. Yikes.

Can't Handle the Flood

When applications pour in, old methods drown:

• Manual resume reviews? Overwhelming
• Phone screenings become a full-time gig
• Scheduling in-person interviews? Nightmare fuel

The result? You miss out on great talent, make rushed calls, and your evaluations are all over the place.

Here's a quick breakdown:

And the kicker? A bad hire from sloppy screening can cost you up to 200% of their yearly salary. Ouch.

"It's like jumping through hoops that have NOTHING to do with the actual job. What a waste." - A frustrated job seeker

Bottom line: Companies need to shake things up. Finding the sweet spot between speed, fairness, and quality is crucial in today's job market.

Mixing AI and Human Methods

AI and human skills can team up to boost hiring. Here's the scoop:

AI + Human Checks = Better Results

AI tools zip through resumes and applications. This frees up human recruiters to chat with top candidates.

Take Unilever. They use AI to screen job apps without seeing personal info. Result? 16% more diversity in their workforce.

But AI isn't perfect. Human recruiters still need to:

• Double-check AI results
• Chat with candidates about company culture
• Make the final call on hiring

David Bernard, CEO of AssessFirst, nails it:

"We'll always need skilled recruiters working with AI data to make the best choices."

Tech Speed + Human Touch

Job seekers want to feel valued. Companies can use AI for speed, but add a human touch to keep candidates happy.

Hilton Worldwide found the sweet spot. They use AI chatbots for early hiring steps. This sped things up. But human recruiters still handle the important talks.

Here's a quick breakdown:

The trick? Find the right mix. Let AI handle the heavy lifting. Let humans focus on relationships and tough choices.

Bottom line: AI helps recruiters work smarter, not replace them. The goal? Hire great people, not just show off fancy tech.

Real Company Examples

Let's see how companies use AI and traditional hiring:

AI Success Stories

Mastercard partnered with Phenom for AI-powered hiring. The results?

• Talent pool: From <100K to >1M
• Hires: <200 in 2021 to ~2,000 in 2023
• Interview scheduling: 85% faster

Kerry Royer, SVP at Mastercard, said:

"We needed a partner focused on great user experience, while also providing consistency and efficiency for our internal processes."

Unilever uses AI for video interviews, analyzing faces, voices, and words. This led to:

• 75% less time on first screenings
• Better quality hires
• 16% increase in workforce diversity

Old-School Hiring Headaches

Mixing AI and Human Touch

Some companies blend both approaches:

Hilton uses AI chatbots for early stages, humans for key talks. Result?

• 75% faster hiring
• High staffing levels
• Better hire quality

PepsiCo added AI games for skills and personality tests, plus chatbots for applicants. Outcome?

• Improved candidate experience
• Higher engagement
• Faster hiring

Bottom line? AI speeds things up, but humans still matter in picking the right people.

Choosing the Right Screening Method

Picking a screening method? It depends on your company. Let's break it down:

Company Size and Hiring Needs

Hilton's mix of AI and human touch? 75% faster hiring.

Job Type Requirements

• Tech roles: AI coding tests (WeCP helped Infosys assess techies)
• Customer service: AI video interviews
• Executive positions: In-person interviews

Budget and Tech Skills

• Low budget, low tech: Free ATS (SmartRecruiters)
• Medium budget, some tech: AI resume tools (Ideal, Vervoe)
• High budget, tech-savvy: AI suites (HireVue, Pymetrics)

Don't forget setup and training costs for AI tools.

"We needed a partner focused on great user experience, while also providing consistency and efficiency for our internal processes." - Kerry Royer, SVP at Mastercard

Mastercard's AI hiring boost: <100K to >1M talent pool, <200 to ~2,000 hires (2021 to 2023).

Bottom line? Match your method to your needs. Start small, test, and scale up.

What's Next in Candidate Screening

The future of hiring is changing fast. Here's what's coming:

AI Hiring Tools

AI is getting better at finding talent. It's going to:

• Look beyond resumes, checking social media for a full picture
• Make interviews smarter with AI chatbots that ask follow-up questions
• Predict how well someone might do in a job

New Hiring Practices

Companies are changing how they hire:

• Looking at skills, not just degrees
• Hiring faster (Unilever cut time by 90% with AI video interviews)
• Increasing diversity (Unilever saw a 16% boost)

"AI in HR is here to stay, changing how we hire." - Dataconomy

But people still matter:

• 90% of job seekers want humans involved in final decisions
• Hilton mixes AI and human touch, hiring 75% faster

The key? Balance. AI does the heavy lifting, humans make the call.

Wrap-Up

AI and traditional screening methods both have their upsides and downsides:

A balanced approach works best:

1. Blend AI and human touch

Use AI for initial screening, humans for final calls. Hilton's mix sped up hiring by 75%.

2. Look at skills, not just degrees

This opens up your talent pool. Unilever's AI video interviews boosted diversity by 16%.

3. Keep your AI in check

Do regular "bias audits" to keep things fair. Weddy Batchelder from Salesforce says:

"Companies rushing to use AI must prioritize trust. And for AI trust, you need trustworthy data first."

4. Train your team

Help HR use AI tools well. They should get data and keep the human touch in hiring.

5. Stay nimble

The job market's always changing. Be ready to switch up your screening game.

FAQs

What are the cons of AI in recruiting?

AI recruiting tools can be biased. They learn from past hiring data, which often has built-in biases. Without careful checks, AI might make these biases worse over time.

Other downsides:

• It's expensive to set up
• You need tech experts
• There are privacy worries
• Good candidates might slip through the cracks

A 2023 Criteria report shows only 12% of hiring pros use AI for recruiting. It's not that common yet.

What is the traditional method of recruitment?

Traditional recruitment is the old-school way of hiring. It includes:

These methods have problems, though. A 2017 CareerBuilder survey found 74% of employers hired the wrong person using these old ways. A bad hire can cost up to 200% of the employee's yearly pay.

Traditional recruiting is slow, too. It takes about 42 days to fill a job. That's a long time in today's fast job market.

Related posts

• AI Candidate Screening: How It Works and Why It Matters
• Why AI Phone Screens Are More Efficient Than Traditional Phone Interviews
• Screen AI: How Automation is Enhancing Candidate Screening
• AI Staffing Solutions: How Tech is Changing the Recruiting Landscape