Using AI in the Recruitment and Selection Process

Using artificial intelligence (AI) in the recruitment and selection process is the next landmark in HR recruitment. Recruiters of the future will focus completely on candidates selected by AI. 

Several ways that companies use AI for the recruitment process;

AI during CV selection:

The human resource department in an organization may receive hundreds or thousands of applicants for a single job offer. It is almost impossible to comprehensively check every resume, even with fully formed recruitment staff. Therefore, screening and shortlisting applicants will be a time-consuming, costly and frustrating recruitment process. As per the recruiters, it takes 6 seconds for one resume, which is not enough time to judge a candidate fairly. AI provides a promising solution for the HR department to improve its ability to identify proper candidates. AI systems can standardize the assessment process, save time and cost, and nullify human mistakes and biases (Hmoud and Várallyai, 2019).

Besides screening resumes, AI can search for candidates from well-known networking sites like LinkedIn, which contains about 600M professionals worldwide. This will help companies save job publishing costs by finding candidates searching through occupation, designation, experience or skill within seconds (Babi, 2020).

AI during the interview and searching for candidates:

Candidate relationship management software called “Beamery”, uses data mining algorithms to optimize the candidate selection process.  It will filter across social media and hiring platforms for suitable candidates, analyze their profiles against job specification and automatically notifies fitted applicant about the vacant position (Hmoud and Várallyai, 2019).

Artificial Intelligence in recruitment can conduct interviews using a telephone, Skype or conversational chatbots on the website itself. Chatbots will collect needed information about the candidate, provide feedback and help the candidate by replying to the questions (Geetha and Bhanu Sree Reddy, 2018). It executes different assessment tests and answers applicants' questions.  As per studies, most job applicants are unhappy with the conventional assessment process because the employer does not provide feedback. Chatbot has significant potential to eliminate this communication gap and enhance candidates' expectations by providing consistent and fast updates throughout the application process (Mohdzaini, 2021).

Real-life examples of artificial intelligence in recruitment;

 

Mya systems - AI chatbot:

 

"Mya" system was founded in 2012 by Eyal Grayevsky and James Maddox; it's a hiring chatbot that helps screen candidates, answer their questions during the HR recruitment process and Invite qualified candidates for interviews. Large companies like L’Oréal, Adecco, Hays and Deloitte uses it (Hmoud and Várallyai, 2019).

Source: (The Adecco Group, 2017).

IBM designates new-hire chatbot:

 

IBM receives several thousand CVs a day and it answers 700 questions a day.  IBM’s goal with chatbots is to get answers to employees quickly and accurately while reducing the effort it takes to support HR programs. 

 

HireVue – AI-powered hiring platform:

 

Modern AI applications in recruitment and selection have discovered their way into face-to-face interviews with candidates. It started to analyze human features like facial expressions, choice of words, tone of voice and speaking patterns to evaluate their emotional intelligence, honesty and personality during interviews. 

 

HireVue is the most famous AI-powered recruitment platform that effectively reduces hiring time by 90% and increases hiring diversity by 16%. Its implemented in over 700 companies; There are such famous companies as Unilever, Vodafone, PwC, and Oracle (Hmoud and Várallyai, 2019).

Source: (Career, 2019).

AI will add more clarity to the recruitment and selection process, and eliminate the human biases I discussed in the previous blog. With those benefits, there is no doubt that artificial intelligence taking part in recruitment and selection will increase day-by-day (Hmoud and Várallyai, 2019).

 

 

REFERENCES:

Babi, J., 2020. LinkedIn - AI helps companies and professionals find each other faster - Digital Innovation and Transformation. [online] Digital Innovation and Transformation. Available at: <https://digital.hbs.edu/platform-digit/submission/linkedin-ai-helps-companies-and-professionals-find-each-other-faster/> [Accessed 2 September 2022].

Career, P., 2019. HireVue Video Interview: How To Beat The Algorithm and Get The Job. [video] Available at: <https://www.youtube.com/watch?v=jn0dc1cOctA&feature=emb_logo> [Accessed 2 September 2022].

Geetha, R. and Bhanu Sree Reddy, D., 2018. RECRUITMENT THROUGH ARTIFICIAL INTELLIGENCE: A CONCEPTUAL STUDY. International Journal of Mechanical Engineering and Technology, 9(7), pp.63-70.

Hmoud, B. and Várallyai, L., 2019. WILL ARTIFICIAL INTELLIGENCE TAKE OVER HUMANRESOURCES RECRUITMENT AND SELECTION?. Network Intelligence Studies, 7(13), pp.21-30.

Mohdzaini, H., 2021. Using technology to improve hiring and onboarding | CIPD. [online] CIPD. Available at: <https://www.cipd.co.uk/knowledge/work/technology/digital-transformation-insights/improve-hiring-onboarding> [Accessed 2 September 2022].

The Adecco Group, 2017. Mya, the AI for recruiters - the Adecco Group's Digital ventures. [video] Available at: <https://www.youtube.com/watch?v=EUjZIvLVO2k> [Accessed 2 September 2022].