Understand how AI can help hiring teams achieve time savings, quality hires and positive candidate experience.
There’s a lot of information around sourcing, screening, and re-engagement where companies are spending a lot of time and money to attract candidates to their jobs.
The question begs; can you efficiently process candidates and keep in touch with them before they pick a different job offer?
I believe creating a better experience requires setting the right expectations and moving candidates through the process in a quick way. These are all things that AI and automation can help solve for.
The number one benefit that we hear all the time is: Time savings. Can we automate repetitive tasks such as sourcing, candidate screening and engagement, and candidate re-engagement? Let’s say, 300 people apply to a set of jobs, and 20 people get those jobs, what are we doing to keep engaged with the rest of the 280? Are we checking in with them to see if they’re still qualified, interested, and available? No matter the industry, time savings and quality is always going to be top of mind, whether that’s quality of candidate experience or quality of hire.
Creating options inside the application process
I remember a conversation I had with a person at Microsoft, who runs their autism hiring program and candidates with autism spectrum disorder. In some cases they wanted different options for how people with autism can fill out the application. Maybe phone screens are not the best vehicle for autistic candidates, and written applications is better. The more options you can give to candidates the better. You can provide optionality and still at the end of the day, be processing the results in the same way.
Consistency across screening and interviews
If you’re asking one candidate a set of 10 questions, then ask another candidate 10 different questions, it becomes very cumbersome. Luckily, AI can measure. Are you following a script? Are you bringing up the topics that are most related to high candidate sentiment? Are you talking too fast(which has disadvantages candidates were English as a second language)? One thing we found with our tool, our customers found that junior female candidates were getting seven minutes less to speak in remote interviews than their male candidates at this particular company. As an example, we can measure with our algorithms to measure patience and measure interruptions inside these interviews.
Thinking back to a scenario where you have 300 candidate supply, can you get to all of them with the next step in the process right away?
And – not just an automated email, but are you able to screen them in 24 hours, connect them to a recruiter quickly, and get them an offer. Talent acquisition is a human driven process, and I do think it will continue to be. Can we create better candidate experiences and a better interview process using AI? The answer is yes.