Recent recognition of the importance of talent to business impact has made talent acquisition more difficult. Consequently, recruiting and selection have adopted several new technologies for candidate selection and resume-to-job-description matching, such as AI automation.
In 2018, there were approximately 70 technologies that might be used to automate recruitment; two years later, there are so many that they are impossible to keep track of.
The AI systems with the biggest impact are those connected to talent recruitment and engagement, including Big Data and Data Science, rediscovery of talents, facial recognition, analysis of individual characteristics, verbal communication and interaction, and chatbots or conversational bots.
AI in the Recruitment Process: Job Candidate Appropriateness
Historically, the candidate’s fitness for the employment position (candidate matching) was determined by comparing the keywords in their résumé to those in the job description. However, extra considerations are required when assessing applicant potential. Some techniques, like video screening, enable recruiters to evaluate tone, word usage, and eye contact.
On the technical side, methods exist that evaluate the candidate’s talents swiftly and systematically. For example, screening for programming skills can be accomplished by having another program objectively evaluate the candidate’s code. Everyone’s professional experiences are detailed in resumes from the candidate’s perspective.
Due to the inherent subjectivity of resumes, additional elements must be considered during the screening process. Over 84% of firms surveyed by SHRM have already included social media in their recruitment strategies, and 43% actively use social media as additional screening criteria.
Rediscovery of Talents using AI in the Recruitment Process
Talent rediscovery uses previously registered databases containing useful profiles: the benefit is that, after a few years, you can locate emerging talents who have been taught in specific areas of interest. Utilizing the vast resumes that a company has amassed over the years would be a competitive advantage in an environment where talent scarcity is an increasing worry.
Utilizing an AI-powered method to detect these talents immediately will allow you to instantly sift through past applicants to your company. This ensures you leave no stone uncovered and go forward with the most qualified prospects.
Rediscovering talent offers the benefit of raising response rates when reconnecting. This is because they have already expressed interest in working for your organization; all that remains is for you to be in contact.
Face Recognition AI in the Recruitment Process
Recruiters can conduct compelling online interviews thanks to facial recognition technologies. Facial recognition technologies can mitigate some of the difficulties of online interviews, particularly in the present post-pandemic context when online interviews dominate the landscape.
For instance, emerging technology can observe the line of sight positioning to uncover cheating in technical interviews. Some can identify facial cues to identify personality traits and tendencies frequently neglected during video interviews.
There are case studies of well-established companies, such as Unilever, experimenting with this cutting-edge technology to sift through many applicants. Not only are these systems available to organizations, but candidates may also use them to prepare for interviews with predefined questions, receive feedback on their facial expressions or personality styles, and receive tips on improving their performance.
AI in the Recruitment Process: Communicating and Interacting Verbally with AI
Automated chatbots are a useful tool for providing automated responses to common user inquiries. Typical queries may involve employment opportunities, the selection procedure, anticipated timelines, etc. Advanced systems can engage with candidates in more quiet areas, such as job requirements, business profiles, and company culture.
The deployment of a chatbot in your system has two major advantages. When candidates receive timely solutions to their concerns, it is an excellent method to foster a positive relationship with them. The second benefit is that it allows you to devote more time to recruitment tasks that demand a human touch.
AI in the Recruitment Process: Emotional and Personality Analysis of the Candidates
Modern Natural Language Processing (NLP) and machine learning systems are so sophisticated that they can profile candidate personalities from a few data points. Some programs, such as CrystalKnows, can profile prospects based on resumes or LinkedIn profiles.
The analysis may use unstructured texts of conversations, emails, or anything candidates have published on their social networks or websites.
The AI algorithms then match the CV with the candidate’s social networks, such as LinkedIn, Twitter, and Facebook, to uncover personality traits that aid recruiters in determining suitability for the job position or corporate culture.
Data-Based Talent Search Using AI in the Recruitment Process
Big Data availability and analysis enable access to a larger pool of passive candidates. Using the effort to scan and collect public profile data, available services have developed a talent search engine for recruiters to use as a sourcing channel.
Developed tools utilize internal data to resurface former candidates and public profiles to broaden a search. The search for candidates would then be based on criteria determined by the company’s needs. One such database is LinkedIn, which aggregates user profiles and provides a search function for recruiters to interact with potential candidates.
The LinkedIn Recruiter Tool enhances the recommendation engine using machine learning. One of the KPIs utilized to enhance their services is applicant receptivity, which increases client interaction and response rate.
Google, Microsoft, and Shortlist are other organizations developing selection algorithms. In 2016, Microsoft CEO Satya Nadella launched the integration of Cortana’s artificial intelligence (AI) with LinkedIn data so that conference or webinar organizers could prepare material by viewing the profiles of attendees on this professional online network.
Google, for its part, has developed the Job Search on the Google platform, which use machine learning to enhance the job-seeking experience for candidates. Similarly, Shortlist is taking significant action to provide the most effective recruitment tool. The AI-based program also included numerous innovative features and a database of over 600 million profiles.
As one of the greatest AI-based solutions that can automate the recruitment process, Shortlist is also capable of merging public profiles from numerous websites, such as LinkedIn, Facebook, Github, and Twitter, among others. Thus, the recruitment procedure will massively grow the company’s skill pool. Start using Shortlist immediately!