Maggie BleharFebruary 16, 2023
Topics: Recruiter Experience

6 Companies Successfully Using AI in Their Recruiting Strategies

Using artificial intelligence technology in the recruitment process is essential for companies to stay competitive — especially in the current labor market.

AI can help recruit top talent, streamline and personalize the application process for candidates, enhance the employee experience through skills matching and job alerts, save recruiters time to focus on other important tasks, and more.

Take a closer look at how AI can elevate the way your team hires in the Definitive Guide to Artificial Intelligence for Recruiting

Our CEO and co-founder, Mahe Bayireddi often says AI is like oxygen. “It’s everywhere, and it’s essential to filling open roles with incredible talent and retaining them for the long haul.”

However, many Fortune 500 companies are lacking when it comes to their use of AI in attracting, engaging, and converting talent. In fact, 91% scored poorly in this area according to the 2022 State of Candidate Experience Report.

Adopting AI to help reduce time to fill and connect TA teams with quality talent shouldn’t be difficult — and with the right technology, it isn’t. 

Check out the following six companies that are successfully using an AI recruiting platform, and learn just how they’re doing it.

1. Magellan Health 

Magellan Health is a 10,000+ employee healthcare company that was looking for a way to improve candidate engagement and conversion in measurable ways. They implemented an AI recruiting platform that significantly increased their candidate experience through:

  • Personalized job recommendations

  • Easy career site navigation

  • A conversational chatbot

  • A CRM that connects recruiters to quality candidates — faster

With this technology in their arsenal, they’re able to streamline the job application process and help candidates quickly learn how their skills and experience might fit within an organization, leading to the kind of personalized experience that resonates with today’s candidates.

“Why do we care about AI?,” said Heidi Chapeau, former Recruitment Marketing Director for Magellan Health. “Because it delivers candidates an exceptional experience. A poor experience can really damage your brand if a candidate hits your site and they don’t know how to move forward.” 

AI tools eliminate the characteristics that discourage apply rates and conversion, such as inflated, time-consuming processes and confusing site navigation that inadvertently makes it difficult to find jobs. 

Since implementing AI technology into their recruitment marketing strategy, Magellan Health has seen: 

  • Overall increased apply clicks and completed applications

  • 86% conversion rate of applications

  • 14,500 chatbot click-to-applies in 6 months

  • Doubled average site visit time (from 3 to 6 minutes) 

  • 81% of candidates rate the site 4 or 5 stars

Not only has AI helped attract candidates, but it has kept candidates on the site to stay and learn about them, ultimately transforming many of those candidates into applicants.

Read the full story: How Recruitment Leaders Can Leverage AI to Supercharge the Candidate Experience

2. Kuehne+Nagel

For far too long, the employee experience has been often overlooked by companies. Global logistics leader Kuehne+Nagel, however, knows that an incredible employee experience is a major factor that drives retention and increases ROI

To ensure their employees were satisfied with their work and given opportunities to evolve, Kuehne+Nagel turned to AI for their internal recruitment strategy to help cultivate career growth and internal mobility options for their people. 

Leveraging an intelligent talent marketplace — an AI-powered platform that’s built to connect employees with learning and development opportunities — they were able to market open jobs to employees, personalize job recommendations, and provide recruiters with a smart tool to find quality talent within their own organization first

Through a talent marketplace, “our own recruiters turn into internal head-hunters and proactively search for, pre-screen, and reach out to employees with job opportunities that could be of interest to them, before searching for external candidates,” revealed Claudia Harms, Global Talent Acquisition Expert at Kuehne+Nagel.

"Like this, we are able to build a strong talent pipeline, offer hiring managers the best available candidates, reduce time to hire, and create an all-around better — even unique — employee experience.”

After just 2.5 months of implementing this AI technology, Kuehne+Nagel:

  • Increased their conversion rate for internal candidates 22% overall

  • Decreased their time to fill for internal requisitions by 20%

  • Achieved a 74% employee satisfaction rate with the experience

Read the full story: How Kuehne+Nagel Empowers Employees To Own and Grow Their Careers

3. Brother International Corporation

Brother International Corporation — a premier provider of home office and business products — needed a better way to market their brand and attract talent. So they set out to use AI to promote their brand and in turn, attract quality candidates. 

What they needed — and fast — was a career site that could showcase their authentic employer brand, personalize job recommendations to candidates, and host a conversational chatbot that would serve as site visitors’ first introduction to the company. 

After their new and improved career site was up and running, they adopted a new CRM to help screen passive candidates and capture qualified leads, and they relied on artificially intelligent talent analytics that automatically applied data insights to optimize apply options for candidates.

Without this AI platform, Brother’s recruiters “wouldn’t be capturing any leads from the chatbot, similar job subscriptions, or partial applications. This type of efficiency is extremely helpful, especially for our higher volume positions in sales and marketing,” said Brother's Senior Specialist of Employer Branding, Recruitment Marketing & Social.

After just three weeks of their career site rebrand and launch of new AI recruiting tools, Brother achieved:

  • 140% increase in completed applications

  • 45% increase in total page views

  • 40% increase in job seekers

  • 15% increase in returning job seekers

  • 25% decrease in time to fill

The truth is that when you’re hiring for one position, a large percentage of candidates will walk away without the job. But by using an AI recruiting platform to create an amazing candidate experience, they won’t forget your company or their desire to work for you if a future opportunity arises.

Read the full story: How Brother International Corporation Increased Completed Applications 140% with Rebrand

4. Stanford Health Care

It’s hard to visit a website without being greeted by a conversational chatbot these days. But, successful chatbots are those that can help employers provide a stand-out experience for candidates and give TA teams the ability to deliver personalization at scale by automating sourcing, screening, scheduling, and answering FAQs. 

This is exactly what Stanford Health Care set out to achieve with their artificially intelligent chatbot, which has streamlined and simplified the candidate journey to allow candidates to complete the application process at their convenience — and right from their cell phones if need be!

What else does their chatbot do?

  1. Provides relevant job matches. The chatbot takes candidates through a few questions, then suggests positions that best fit their skills and experience. 

  2. Makes applying easy. If a job candidate can’t complete the application process in one go, the bot allows them to pick up where they left off at any time. 

  3. Communicates through the CRM. When the bot captures candidate details and the positions they’re interested in, that information gets passed along to the CRM where recruiters can pick up communication from there. 

  4. Answers and forwards FAQs. Any question asked by a candidate also gets sent to recruiters so they can follow up with that candidate personally. 

Not only does the chatbot save recruiters hours of time, but in only six months, it garnered a quarter of a million interactions. It also drove 35,000 unique visits, 11,000+ candidate leads, and 12,000 apply clicks. 

Finally, by using insight from the chatbot, the team was able to proactively address issues that typically would have resulted in calls and emails to HR from confused candidates. As a result, support tickets in the recruiter queue have dropped from an average of 50 per week down to one or two.

Read the full story: It’s All About the Bot: How Stanford Health Care Connects with Candidates

5. Mercy

Nobody understands the nursing shortage better than the people who hire nurses. Kayla Drady, Director of Talent Acquisition Strategy & Operations at Mercy, can personally attest to this challenge. According to Drady — who oversees nurse recruitment across the organization’s 40 acute care, managed, and specialty hospitals — sourcing experienced nurses was a critical concern that hinged on providing a better candidate experience.

With over 5,000 open positions, they were experiencing increased recruiter load, limited applicants, and lengthy application processes.  

To give their candidates the same white-glove experience they give their patients, they needed to add an AI recruiting platform and other AI-powered tools to their strategy. They turned to:

  • An intelligent career site with a conversational chabot to capture leads, automate personalized job searches, schedule interviews, and answers FAQs

  • An AI-powered CRM to seamlessly identify and connect with active and passive candidates

  • Events and university recruiting functionality to secure early talent from virtual or on-site campus activities

  • Campaigns with SMS and quick-apply features to automate yet personalize communication

  • Comprehensive analytics to track all data

Convenient university recruiting features like text-to-apply and a mobile app to register attendees, capture resumes, and compile and share candidate notes have become invaluable to expediting post-event screening and follow up — and by creating a quick-apply form as an event within the CRM and hosting the content on a landing page, candidates can apply in 30 seconds instead of 30 minutes.

“Re-engagement through the CRM is a great avenue for finding more applicants without spending more money,” said Drady. And with this technology, it only takes the hiring team one minute to schedule an interview, as opposed to five days previously. 

By streamlining and simplifying its hiring process with an AI recruiting platform, Mercy has filled thousands of open roles that previously sat vacant. Despite higher req loads and hires, the big win is that Mercy’s time to fill hasn’t increased. In fact, they’re beating the industry average by up to 20 days. So far this year, Drady’s team has seen: 

  • 10% increase in nursing hires and 14% increase in hires overall

  • Increased recruiter productivity 

  • Increased number of applicants 

  • Decreased time to apply 

  • Decreased time to schedule interviews

6. Newell Brands

Consumer goods leader Newell Brands set out to deliver to their employees the same type of seamless, hyper-personalized experience they give to external candidates. From AI skills matching and career pathing, to referrals and ERGs, the company tackled this challenge using an AI recruitment platform that fuels their first-class candidate and recruiter experiences.

The main goal that sparked this technology adoption was to build a transparent, growth-centric internal talent marketplace to increase global visibility to all internal openings, employee ownership of career pathing, and relevant information matched to employees’ preferences. 

To do this, Newell adopted an AI-powered platform focusing specifically on the employee experience, including features like:

  • Easy internal career site navigation and apply

  • Personalized job search and recommendations

  • AI-driven skills matching and job alerts

  • Enhanced referrals 

  • Transparent employee resource groups (ERGs)

The most important element of this new experience? Crystal-clear transparency for employees. “I’m thrilled that we can expedite this process and move people internally because turnover is so expensive. We want to keep our employees and make them happy — and an internal move saves us a lot of money in the long run,” said the Director of North America Talent Acquisition & Operations.

After implementing these capabilities, employees were able to easily look for internal positions and get job-matching notifications based on their skills and interests. They were also able to refer other employees and keep track of how those referrals were doing. 

Employees who have access to ERGs are more likely to stay at the organization and want to grow and evolve there. Newell’s talent marketplace has a calendar of events and the option to sign up for alerts on related news and events for all employees so they feel connected to the organization — and each other.

Since this change, recruiters are filling positions in just five days with a qualified Newell employee, as opposed to 45-days to fill with an external candidate. Where else have they found success?

  • 129% increase in internal applies

  • 89% decrease in time to fill

  • Increased referrals

  • Increased employee retention

Read the full story: How Newell Brands Is Increasing Employee Retention With an Intelligent Talent Marketplace

Let AI do the heavy lifting when it comes to your recruitment strategy. AI-powered technology can save recruiters hours of time they would have otherwise spent on administrative tasks, attract quality candidates to your talent pool, and boost employee retention.

If you’re looking for more ways AI can work for you, download The Definitive Guide to Artificial Intelligence for Recruiting.

Maggie Blehar

Maggie is a writer at Phenom, bringing you information on all things talent experience. In addition to writing, she enjoys traveling, painting, cooking, and spending time with her family and friends. 

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