The Leadline Blog

How to Easily Use AI in Recruiting with Leadline

Learn how Leadline can help your team safely and strategically implement AI in recruiting to make your recruiting & hiring practices more effective.

In the past 12 to 18 months, Artificial Intelligence (“AI”) services like ChatGPT, Google Gemini, and Microsoft Copilot have seen a massive rise in popularity. While AI itself isn’t necessarily “new” (Siri has been around since 2011), the ways in which we consume and interact with AI are. In this blog post, we’ll break down the boom of AI in recruiting and how tools like Leadline can help your team adopt and embrace it.

Why does AI in recruiting matter?

It’s perfectly normal to think AI in recruiting is unnecessary. It’s easy to make the statement, “Well, we’ve been doing business for ___ years without AI; we’ll be perfectly fine.” That may be true, but the first thing to take away from this post is that it’s not about what you do or don’t do; it’s about what others are doing. As you consider the impacts of AI in recruiting for your organization, it’s equally essential to be, at the very least, aware of some things others are doing.

Candidates are using AI to game the hiring process.

For most companies, the first step in the selection process is identifying which resumes in an applicant pool most closely align with a given set of job requirements. Historically, employers have relied on “parsing” or “keyword-matching” technology to alleviate the time-consuming task of reading through a bunch of resumes. But now, thanks to services like Rezi.ai1, Enhancv2, and Jobscan.co3, to name a few, candidates are flipping the script by using AI to generate resumes that mirror your job descriptions to match more favorably with keyword-parsing technologies. Like the modern-day equivalent of using a fake ID to get into the bar, these services are creating unauthentic (although, in this case, perfectly legal) depictions of candidates, which ultimately results in more pre-screening work your hiring team needs to do.

Unfortunately, it doesn’t stop there. There are also services out there like Sonara.ai4 that take things one step further, such as using AI to apply to candidates’ jobs on their behalf. Because of this, recruiting teams now must distinguish real resumes from fake resumes while also circumventing both “semi-fake” and “semi-real” resumes sprinkled in amongst the resume pool.

AI helps you do a lot more, faster.

One of the under appreciated aspects of recruiting is how repetitive, tedious, and task-oriented the practice is. Every interaction must follow a “standard process,” which naturally lends itself to additional tasks and, ultimately, a less-enthused recruiting experience (how excited does your team get when they need to open up a job requisition?). Luckily, AI is perfect for supplementing tasks like writing job descriptions, communicating application progress, and even scheduling interviews.

Artificial Intelligence is generally anything that helps you achieve a desired outcome. While that seems like a broad and vague definition, AI can also be interpreted as ‘something capable of solving challenge(s) you have.’ In this regard, it’s no longer an issue of whether you need AI but an issue of how your business uses AI in recruiting, and the problems you choose to solve for.

Being ‘proficient in AI’ has become a desirable skill.

According to a recent survey by the World Economic Forum5, AI and machine learning specialists are among the top emerging jobs in the United States, with a projected 74% annual growth rate over the next ten years. Whether your company is deploying AI or not, it can’t hurt to become familiar with the fundamentals of AI, as it very well may become the next generation’s version of this classic job description requirement:

“Must be proficient in Microsoft Office suite.”

Most introductory AI experiences are facilitated through Chatbots like ChatGPT. While this is the most straightforward and most pragmatic approach to learning AI, you might quickly realize that how you instruct AI (known as a ‘prompt’ or ‘training model’) can significantly alter the outcome. For this reason, it is important to consider using tools that have AI integrated into a very specific set of use cases to help guide you through the learning curve. That is precisely the approach Leadline is taking when it comes to utilizing AI for recruiting.

How Leadline helps your business implement AI in recruiting?

First, let me be clear: Leadline does not believe our AI recruitment platform is a replacement for recruiters. Since the early founding days of Leadline, our mission has always been to empower recruiters with tools and know-how, not to replace them. For some additional reassurance, I even asked ChatGPT (after I wrote down the previous sentence), “Is AI capable of replacing recruiters?” and this is the response I received:

While AI can significantly enhance and streamline many aspects of the recruitment process, it is best used as a tool to support human recruiters rather than replace them entirely. Combining AI capabilities with human expertise can lead to a more efficient and effective recruitment process, ensuring both high-quality candidate experiences and successful hires.

Here are some of the ways Leadline is currently using and experimenting with AI in our platform:

  1. Application Screening
    Leadline predicts a candidate’s match score based on the responses provided in their application. It’s important to know that these score values are job-specific and based on objective data points, which naturally promotes unbiased decision-making.
  2. Job Descriptions
    Leadline suggests job descriptions and associated requirements based on the position name. If you want to attract candidates, don’t make the first thing they read a giant block of legal jargon (save that for the offer letter part of the process). Leadline summarizes and auto-formats your job descriptions so that candidates can develop a positive association with your brand before they even start the application process.
  3. Job Titles
    If a job board isn’t delivering for you, one of the many reasons might be that you are misusing the job board, and your title is to blame. Really long titles that have things like **SIGN-ON BONUS $20K** or **2-YEAR EXPERIENCE** not only make you look desperate (also not attractive to job-seekers), but you lose out on the ability for job boards to hyper-personalize search results. Leadline standardizes job titles received from your Applicant Tracking System and optimizes them before sending the job onward to a job board or recruitment marketing channel.
  4. Initial Communications
    Remember those tasks I mentioned earlier? One of them is keeping candidates informed about their application status. Leadline uses AI to communicate personalized updates to candidates via SMS and Email, saving hundreds of hours (remember, time = money) of recruiter time.
  5. Data Analysis
    One of Leadline’s biggest differentiators is our ability to derive valuable recruiting data. With growing amounts of data, Leadline is using AI in recruiting to identify trends, anomalies, and other insights that help you make your own company processes more efficient or, at the very least, understand how they can be improved.

Here at Leadline, our team strives to make talent acquisition simple. We want our clients to be able to take full advantage of the benefits of AI in recruiting without having to be AI experts (leave that part to us). By making AI in recruiting easily accessible in a controlled environment, both our clients and their candidates can stand to benefit significantly.

Don’t forget to ask ChatGPT6 what it thinks about the Leadline platform! 🙂

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