Best AI Recruiting Tools for 2024

According to Gartner, 76% of HR leaders believe that if their organization does not adopt and implement artificial intelligence (AI) solutions in the next two years, they will lag in organizational success compared to organizations that do. So, it’s no surprise that Gartner also reported that 81% of HR leaders have explored or implemented AI solutions within their organizations, including AI tools in the recruitment process.

‍

AI fundamentally changes how HR departments approach their functions and processes across core duties such as payroll and benefits administration, onboarding, records management, and recruitment and hiring. 

‍

On a recent McKinsey Talks Talent podcast episode, talent leaders Bryan Hancock and Bill Schaninger discussed the promise and pitfalls of using generative AI in HR with McKinsey Technology Council chair Lareina Yee and global editorial director Lucia Rahilly. In the episode, Hancock dives into what AI means for recruiters and how it’s altering the recruiting process.

‍

Hancock says, “I think it’ll reshape recruiting in two meaningful ways. The first is helping managers write better job requirements. Generative technology can actually pull on the skills that are required to be successful in the job.”

‍

He adds, “The other application in recruiting is candidate personalization. Right now, if you’re an organization with tens of thousands of applicants, you may or may not have super customized ways of reaching out to the people who have applied. With generative AI, you can include much more personalization about the candidate, the job, and what other jobs may be available if there’s a reason the applicant isn’t a fit.” 

‍

AI is already on the path to reshaping the recruiting experience for recruiters and potential candidates. In this post, you’ll learn: 

‍

• What an AI recruitment tool is 
• Use cases for AI in recruitment 
• Why there’s a hot debate around bias in recruiting tools 
• 6 of the current recruitment tools on the market (and how Clockwise can help!)

‍

What is an AI recruitment tool?

AI recruitment tools, or AI-powered recruiting and hiring platforms, use artificial intelligence, natural language processing (NLP), and machine learning (ML) to automate and streamline various aspects of the hiring process. Recruiters and hiring managers use AI recruitment tools to source and screen candidates, analyze job application materials (resumes, cover letters, and social media profiles) against job requirements, and speed up the processes that lead to hiring decisions. 

‍

These tools aim to optimize the hiring process for hiring managers, recruiters, and candidates, leading to better hiring decisions and positive candidate experiences. The essence of AI recruitment tools lies in their ability to optimize the operational efficiency of hiring managers and recruiters and the overall candidate experience. 

‍

Beyond mere automation, AI recruitment tools are designed to expedite the hiring process, from initial outreach to final selection. By streamlining administrative tasks, scheduling interviews, and facilitating communication between stakeholders, these platforms enable recruiters and hiring managers to focus their time and energy on building meaningful connections with candidates. It’s a win-win for everyone involved with the right execution strategies!

How is AI used in recruitment?

Organizations and hiring teams use AI recruiting tools throughout the recruitment process, from sourcing candidates for open roles to onboarding new hires post-acceptance. Some of the top use cases of AI in recruiting include:

Screening resumes

Recruiters receive tons of applications for every open requisition they post, and screening resumes is time-consuming. AI recruitment tools with screening capabilities help recruiters quickly sift through piles of resumes to identify the best-suited candidates for a position based on their application information. 

Sourcing (and identifying) quality candidates

AI tools can search not only through databases of candidate profiles but also for potential candidates on job boards, social media platforms like LinkedIn, and various professional network groups. This makes it easier for recruiters to get in touch with candidates more likely to fit the requirements they are looking for. And it can help potential candidates explore opportunities they may not have found otherwise.

Providing answers and assistance through AI chatbots

Manually responding to each candidate’s emails to answer questions, schedule interviews, and provide updates throughout the process could be an entire role, especially for recruiters managing handfuls of open requisitions simultaneously. That’s where chatbots can help. AI-powered chatbots or virtual assistants can engage with candidates on their own time and provide answers and updates.

Interviewing assistance

AI tools can conduct automated video or text-based interviews and analyze a candidate’s responses, approach to answering questions, body language, tone, and more. When conducting interviews in a distributed, global environment, these tools can help identify aspects of an interview that a recruiter may miss or want additional verification of. 

Reducing bias

Blind recruitment—removing identification details from candidate applications—can help reduce bias during the recruiting and hiring process. Many AI recruitment tools can remove these details quickly and identify and remove instances in which a candidate used biased language. 

Onboarding with ease

Finally, as a recruiter and hiring manager eagerly welcomes a new team member, AI-powered tools can simplify onboarding by automating welcome emails and new hire tasks such as gathering banking information, necessary paperwork, and more. 

‍

Is there bias in AI recruiting tools?

Despite the ability to remove identifying information from resumes and applications, there’s a debate about whether AI recruitment tools truly reduce bias or perhaps perpetuate it. 

‍

Some consider AI technologies too efficient and consistent, leaving less room for interpretation and judgment, which might exclude nontraditional candidates from consideration. 

‍

Anna Helhoski for NerdWallet wrote, “The problem is AI could be so efficient in its abilities that it overlooks nontraditional candidates — ones with attributes that aren't reflected in past hiring data. A resume for a candidate falls by the wayside before it can be evaluated by a human who might see value in skills gained in another field. A facial expression in an interview is evaluated by AI, and the candidate is blackballed.” 

‍

Concerns don’t seem to stop there. Andrea Hsu for  NPR also noted that some chatbots may be programmed to reject applicants with resume gaps and may treat applicants unfairly, putting particularly older workers at a disadvantage. 

‍

Biases may be built into AI recruiting tools, and the Equal Employment Opportunity Commission (EEOC) cautions employers when using AI software and algorithmic methods. (Read more about the EEOC’s guidance in this HR Brew piece.)

‍

The most important takeaway regarding bias in AI recruiting tools is that software isn’t a replacement for human thought, analysis, and review. Recruiters and hiring managers must intervene to manage potential biases when using these tools effectively. 

‍

What are the best AI tools for recruitment?

The right AI recruiting tool will reduce manual labor for time-consuming and repetitive tasks and fit seamlessly into your current recruitment tech stack. Before you choose an AI recruitment tool, you should consider: 

‍

• Data integrations: Search for a tool that integrates with your essential recruitment tools, like your applicant tracking system (ATS), candidate relationship management (CRM) software, social media platforms, and additional onboarding tools. Data sources are critical for an effective recruitment process.
• Transparency around bias mitigation: Since bias in hiring is a heavy debate, put your mind at ease with a tool that provides transparency around how it addresses bias in recruiting and hiring. Ensure any tools you pursue align with your organization’s diversity, equity, and inclusion (DEI) goals. 
• Scalability: Avoid selecting a tool your organization will likely quickly outgrow. Instead, consider the scalability of AI recruitment tools and the anticipated hiring needs of your teams. 
• Candidate engagement: You might find an AI recruiting tool with candidate relationship management functionality rather than a separate CRM that best fits you and your team. If that’s the case, explore features like automated interview scheduling and candidate messaging to make recruiting easier. 
• Reporting and analytics: Talent acquisition analytics are crucial to future people planning and hiring activities. Search for tools with reporting features to meet your needs.

‍

With these considerations in mind, below are some of the top AI tools worth exploring, listed alphabetically. 

Fetcher

Fetcher provides advanced AI technology to source high-quality candidate profiles and top talent for open positions, enables personalized and automated email outreach to improve candidate engagement, and offers valuable insights into sourcing efforts. 

‍

Companies like Bevi have used Fetcher to fill 25% of their open roles, including high-level roles such as C-suite executives and VPs.

‍

G2 rating: 4.6 out of 5 (19 reviews)

‍

‍

‍

Pros: 

• AI sourcing of passive and active candidates 
• Integrations with Gmail, Slack, Outlook, Greenhouse, Lever, and other ATS and CRM tools
• Beneficial for small businesses and larger hiring agencies 

‍

Cons:

• Primarily focused on sourcing candidates (so it may not be the best fit if you are looking for more features beyond sourcing)

‍

Pricing: 

‍

• Free Starter plan for up to 50 profiles/month
• Ranges from $149/user/month to $549/user/month depending on your plan of choice 

Findem

Findem offers a simplified, AI-enabled tech stack for talent acquisition, management, and analytics. With Findem, you can set diversity goals, source best-suited talent for open requisitions, build candidate pipelines, and get actionable insights with analytics. 

‍

RingCentral uses Findem to increase recruiter productivity, leverage attribute-based talent searches to find the best candidates and personalize and automate candidate outreach. RingCentral saw a 40% increase in their hiring pipeline and 40% more interest from underrepresented groups due to the tool. 

‍

G2 rating: 4.6 out of 5 (24 reviews)

‍

‍

‍

Pros:

• Leverages attributes (not strictly resumes) to evaluate candidates and provide more detailed candidate profiles 
• Rediscover candidates that are already in your network that match open roles 
• Ability to build talent communities with personalized, timely campaigns 
• Extensive reporting and analytics are available 

‍

Cons:

• Limited integrations with a small subset of tools
• Steep learning curve and setup 

‍

Pricing:

• Request a demo for pricing information 

Manatal 

Manatal is a recruitment system that uses machine learning to suggest the best candidates for an open role through enriched candidate profiles. Manatal AI Engine searches the web for social media and other public profiles to build thorough candidate profiles automatically. Hiring teams can also use this tool to keep track of onboarding tasks and customize milestones for each role.

‍

ColorCrew implemented Manatal as part of its recruiting process and successfully reduced manual labor by 40 hours per month due to the tool. Streamlined processes led to overall increased efficiencies. 

‍

G2 rating: 4.8 out of 5 (139 reviews)

‍

‍

‍

Pros:

• Sourcing, screening, and interviewing capabilities 
• Tons of integrations with job boards, social media platforms, email, and calendar tools
• 14-day free trial available with no commitment and no credit card required

‍

Cons:

• System and functionality issues have been reported at times

‍

Pricing: 

• Plans range from $15/user/month to custom pricing for custom integrations and enterprise features 

Paradox

Unlike some of the other tools on this list, Paradox is a conversational recruiting chatbot that helps recruiters screen candidates, schedule interviews, and provide customized conversational experiences for every candidate. On the homepage, Paradox shares, “Recruiters and managers spend 80% of their time on repetitive admin tasks. With Paradox, it can be 0%.” Paradox offers text recruiting, recorded video interviews, automated onboarding workflows, and more. The best part? Olivia, the conversational tool, does its best to simulate real conversations, providing great experiences for potential candidates.

‍

Nestlé automated nearly 8,000 hours of recruiting work and saw a 600% increase in interviews due to the power of automation. Olivia, the conversational software assistant, automated tasks like candidate screening and scheduling interviews via the web and mobile text messages.

‍

G2 rating: 4.7 out of 5 (39 reviews)

‍

‍

‍

Pros:

‍

• Users report solid and accessible customer service support
• Emphasizes a personalized experience in its automation for a personal touch 
• Helpful for sourcing and filling high-volume roles

‍

Cons:

‍

• Despite personalization efforts, this might not be a great solution for companies that want their recruiters to speak directly with candidates 
• A former Paradox user on Reddit noted that some candidates didn’t take the tool seriously and flaked on interviews

‍

Pricing:

‍

• It appears you must request a demo for more information

‍

Textio

Hidden bias seeps its way into recruiting, and Textio can help combat it with large language models. Textio is a neat tool that allows talent acquisition team members and recruiters to optimize job posts to appeal to the broadest, most diverse audience. At the same time, you can confidently scale your employer brand to ensure your values shine through each post and job description. If your organization wants to be inclusive and scale the impact of diversity, equity, and inclusion efforts, Textio is a fantastic option. 

‍

Telecommunications company T-Mobile incorporated Textio throughout its recruiting workflows (in job posts, emails, and employer brand content) and directly into Workday to edit job descriptions. When using a gender-neutral tone in Textio, T-Mobile sees 17% more women candidates. And beyond that, when the team achieves a Textio score of 90 or higher, they see a 5-day faster time to fill a position on average (that’s an entire workweek!) 

‍

‍

‍

G2 rating: 4.2 out of 5 (16 reviews)

‍

Pros:

‍

• It is very user-friendly based on the interactive tour
• Library of optimized job posts and templates for recruiters to use 
• Users can use Textio directly in Workday, Greenhouse, SAP SuccessFactors, Oracle, Outlook, Gmail, LinkedIn, and more, so you can edit job posts and content almost anywhere

‍

Cons:

‍

• There is little functionality beyond content editing (no sourcing, etc.) 
• Textio is only available in English

‍

Pricing:

‍

• Request a demo for more information 

Workable

Workable’s AI offerings include AI-generated job descriptions, an AI recruiter for sourcing, interview question generation, email assistance, and more for a holistic, AI-powered recruiting and hiring process. Workable’s AI Recruiter technology helps recruiting teams identify the top passive candidates for a role and resurface relevant, suitable candidates to re-engage them for new positions when it makes sense. Workable also offers a Chrome extension; that way, you can store contact information when you come across someone on social media and want to save it for later. 

‍

The recruiting team at Access Services used Workable to revamp their recruitment process. The robust automation and standardization Workable provides eliminated the need to handle job applications manually, and they were able to make 230 hires in nine months after implementing Workable into their tech stack.

‍

‍

‍

G2 rating: 4.6 out of 5 (414 reviews)

‍

Pros:

‍

• 15-day free trial to explore the platform
• Extensive features for the entire recruiting process—one-click job postings, automated scheduling, customized onboarding, and more
• Available on iOS and Android 

‍

Cons:

‍

• Some reviewers report buggy functionality and tech issues
• It might be too expensive for small and mid-sized businesses 

‍

Pricing:

‍

• The Starter plan is $149/month for up to 50 employees 
• The Standard and Premier plan costs are based on the number of employees; take a look here

Clockwise’s AI meeting scheduling can help

Clockwise isn’t a recruiting tool specifically, but we have some great features for recruiters and talent acquisition team members to take advantage of! 

‍

First, Clockwise Links helps you share your availability instantly while ensuring you protect your time and calendar. You don’t have to offer up all of your whitespace. You tell Clockwise what you want to do—maximize your Focus Time, availability, or balance both, and it will share your availability based on your preferences. Clockwise Links uses AI to suggest meeting times based on this information, not just your next available calendar hold.

‍

You can access Clockwise Links via the Clockwise extension, which means you can seamlessly add meeting links to an email, making it easier to provide availability to job seekers.

‍

In addition, Clockwise offers the first conversational calendar experience powered by AI. So, if you need to quickly schedule a meeting with a hiring manager and interview panelists to get that offer out the door within 24 hours, you don’t have to sweat it! Clockwise will find the time, no matter how complex your schedules are. 

‍

‍

Going forward: recruiting in an AI-intrigued world

Artificial intelligence is changing the hiring process. Whether you’re tired of feeling bogged down by manual methods, curious to explore what AI offers, or a combination of the two—AI can help revitalize your recruitment process. From sourcing candidates to resume screening and assisting with interview scheduling to automating onboarding, you can optimize your recruitment strategies quickly. Be mindful of bias and create processes to help eliminate them. 

Check out Fetcher, Findem, Manatal, Paradox, Textio, Workable, and Clockwise, depending on your recruiting and talent acquisition process needs. Give Clockwise a go and start using scheduling links as a first step.