Think of building your AI recruiting team like training specialized human recruiters. By creating distinct profiles for different needs, you can ensure your automated outreach and screening are always perfectly tuned for the role.
1. Create Role-Specific Recruiters
Different jobs require fundamentally different recruiting approaches. Consider creating separate AI recruiters for different job families.
- Example: Create a "Skilled Trades Recruiter" with a "Strict" evaluation setting that prioritizes specific certifications and technical experience. For entry-level positions, create a "General Labor Recruiter" with a "Lenient" evaluation setting that focuses more on shift availability and reliability.
2. Give Them Simple, Human Names
When you create a custom AI recruiter, use a simple, human first name like "Sarah," "Mike," or "Alex." Candidates may ask "Who am I speaking with?" during a conversation, and a human name creates a more personal and trustworthy experience. Avoid using company names or complex titles in the recruiter's name.
3. Provide Clear Sourcing and Evaluation Instructions
The power of a custom AI recruiter comes from the specific instructions you provide.
- Define Your Ideal Candidate: Use the "What separates an okay candidate from a great one?" field to give concrete examples. For instance, "A great maintenance tech has experience creating preventative maintenance schedules, not just responding to breakdowns."
- Set Clear Dealbreakers: Be explicit in the "What would make you immediately reject a candidate?" field. For example, "No experience in a cGMP environment" or "Unwillingness to work mandatory overtime."
- Refine Sourcing: Use the "Target Companies" and "Avoid Companies" fields to help your AI recruiter focus its passive sourcing efforts on the most relevant talent pools.
4. Align Tone and Persistence with Your Brand
Match the AI recruiter's communication style to your company culture and the role itself.
- A "Friendly & personal" tone may be great for most roles, while a "Professional & formal" tone might be better for management positions.
- Adjust the "Persistence" setting based on how aggressively you want to pursue candidates. "Pursue with common sense" is a good default, while "Sell the opportunity hard" can be used for very hard-to-fill roles.
5. Collaborate with Your Team
Encourage your entire recruiting team to create and share AI recruiter profiles. Building a central library of specialized recruiters ensures that everyone in your company is using a consistent and effective approach for similar roles, saving time and standardizing the candidate experience.