General realization on the value of talents in business impact has made talent sourcing more challenging recently. Consequently, recruiting and selection adopt a variety of new technologies such as automation through AI, from candidate selection to matching resume to the job title.
In 2018 there were around 70 different technologies that could be used to automate recruitment; two years later, they are so numerous that it becomes difficult to track. The AI systems that are having the greatest impact are those related to talent sourcing and engagement, through the provision of Big Data and Data Science; rediscovery of talents; facial recognition; analysis of individual traits; verbal communication and interaction; and chatbots or conversational bots.
AI in Recruitment Process: Suitability of the Candidate for the Job
The suitability of the candidate for the job position (candidate matching) was verified, historically, through the identification of keywords that appeared in their resume to that of the job requirements.
However, it is necessary to make additional considerations when accessing candidate potential. There are tools, such as video screening, that allow the recruiter to analyze tone, word usage, and even eye contact.
In the technical aspect, there are systems that quickly and systematically evaluate the candidate capabilities. For example, the screening for programming skills can be done by having another program to objectively access it.
Resumes are stories of everyone’s professional experience laid out from the candidate’s perspective. Subjectivities inherent in resumes makes it necessary to consider other factors as well during the screening process. According to a study by SHRM, over 84% of organizations surveyed are already incorporating social media into recruitment efforts. Of which, 43% are actively incorporating social media as additional considerations in their screening process.
AI in Recruitment Process: Rediscovery of Talents
Talent rediscovery takes advantage of databases with valuable profiles that were already registered: the advantage is that, after a few years, you can find emerging talents that have been trained in specific areas of interest. Tapping on a massive number of resumes that have accumulated over the years in a company would be a competitive advantage where talent scarcity is a growing concern.
Usage of an AI powered system to quickly identify those talents will help you to quickly dig through past applicants to your organization in an instant. This ensures that you leave no stone unturned and process the most ideal candidates to the next rounds.
Rediscovering talent has the advantage of increasing response rates when you attempt to reconnect. This is because they had already demonstrated interest in working for your company, all that is left is for you to initiate the first conversation.
AI in Recruitment Process: Facial Recognition
Facial recognition technologies enable recruiters to conduct online interviews effectively. Especially in the current post-pandemic setting, where online interviews are dominating the scene, facial recognition technologies can offset some of the disadvantages of online interviews. For example, there are new technologies that can observe line of sight positioning in order to detect instances of cheating during technical interviews. There are also those that can detect facial cues, in order to access personality traits and tendencies often overlooked during video interviews.
There are case studies of established organizations such as Unilever experimenting with these cutting edge technologies in order to screen through a large number of candidates. These systems are not only available to companies; They can also be used by candidates to prepare their interviews with predetermined questions, receiving reports on their facial expressions or personality styles and suggestions to improve their performance.
AI in Recruitment Process: Communication and Verbal Interaction with AI.
Automated chatbots are an effective tool to help you provide automatic responses to general user questions. Typical questions can include things like job opportunities, selection process, expected timelines, etc. More advanced systems can even interact with candidates in more nuanced areas such as job specifications, company profile, culture and more.
Deployment of a chatbot in your system comes with 2 key benefits. The first is that it is a good way to build a good relationship with your candidates when they get prompt responses to their concerns. The second is it helps to open up your time to focus on areas of recruitment that require a more human touch.
AI in Recruitment Process: Analysis of the Emotions and Personality Traits of the Candidates
Natural Language Processing (NLP) and machine learning systems today are so advanced that they are able to profile candidate personalities based on a few data touch points. There are available tools such as CrystalKnows that can profile candidates based on written text on their resume or LinkedIn accounts.
The analysis can use unstructured texts of conversations, emails or content that candidates have published on social networks or on their website.The AI systems then compare the resume with the candidate’s social networks, such as LinkedIn, Twitter or Facebook, identifying personality traits that help recruiters make decisions about compatibility with the job position or company culture.
AI in Recruitment Process: Data Based Talent Search
The availability and analysis of Big Data allow access to a much larger pool of passive candidates. Available services have taken the effort to index and aggregate public profile data and built a talent search engine for recruiters to use as a sourcing channel.
Tools developed use internal data to resurface past candidates or tap on public profiles to expand one’s search. Searching for candidates would then be based on a set of criterias defined by the needs of the company. One such database would be LinkedIn, where they aggregate their user profiles and build a search mechanism for recruiters to connect with prospective hires.
The LinkedIn Recruiter Tool uses machine learning to improve the recommendation engine. One of the metrics used to improve their services is the receptivity of the candidate, increasing engagement and response rate for their clients.
Other companies that are developing selection algorithms are Google, Microsoft and Shortlyst. In 2016, Microsoft CEO Satya Nadella introduced the integration of Cortana’s AI with LinkedIn data so that a conference or webinar organizer could plan content, getting to know their attendees better by visiting their profiles on that professional online network.
Google, for its part, has developed the Job Search on Google product, implementing machine learning to improve the candidate’s job search experience.
Meanwhile, Shortlyst is also taking a huge step in providing the best tool to help ease the recruitment process. The AI-based software also came with a lot of breakthrough features and a massive database of more than 600 million profiles.
As one of the best AI based technologies that can automate the recruitment process, Shortlyst also capable of combining public profiles from a variety of web sites, including LinkedIn, Facebook, Github, Twitter, and others. Thus the recruiting process will exponentially increase the talent pool that the company has. Get started with Shortlyst today!