Alexandra Levits Water Cooler Wisdom 7 Ways AI is Simplifying Recruiting

Alexandra Levit's Water Cooler Wisdom 7 Ways AI is Simplifying Recruiting This week, from my friends at DeVryWORKS: The world of talent acquisition has never been so challenging. In most of the developed world, the pace and volume of hiring has picked up significantly, yet most recruiting teams have not adequately staffed up to cope with the demand. At the same time, manual processes are still king, with resume screening and interview selection and scheduling among the most labor intensive. Artificial intelligence has the potential to transform recruitment operations, but it must be used strategically, since most agree that talent acquisition should be a highly personalized, human to human engagement. The sweet spot of AI here is the lower level, repetitive tasks that eat up the time of the recruiter, who should instead be using his or her interpersonal power to draw talented individuals into the organization. Here are a few promising AI-related technologies that both simplify and streamline recruitment operations. ClearFit The “Smooth Hiring” sourcing program automatically broadcasts a job description to the top job boards and identifies applicants that match your needs through a ranking process based on previously identified attributes. Candidates with a Strong Fit score meet or exceed at least 18/20 traits (including 5 Critical Traits), and all minimum skill and experience requirements. Recruiters receive an email every time there is a new Strong Fit, and once every 24 hours notifying them of all new candidates from that day. GapJumpers One of the most challenging hurdles recruiters face is unconscious bias, which is triggered by our brain making quick judgments and assessments of people and situations based on our background, cultural environment and personal experiences. GapJumpers combats this by offering a blind-audition process in which candidates are given a job-related assignment and hiring managers assess the completed task without seeing any personal identifiers, including name, gender, work experience or education. Harver This all-purpose assessment engine allows TA professionals to measure everything from personality across six different dimensions and cognitive and problem-solving capabilities to language proficiency and situational judgment specific to the role in question. It can even measure a candidate’s work environment preferences and compare them to your organization’s to better ensure a match for cultural fit. Ideal This software automates resume screening by applying machine learning on an existing resume database. According to Ideal, the program determines which candidates went on to become successful and unsuccessful based on their performance, tenure, and turnover rates. It learns about existing employees’ experience, skills, and other attributes, and applies this knowledge to new applicants in order to rank, grade, and shortlist the strongest candidates. For the applicants themselves, the software uses publicly available data to offer recruiters a more complete profile of previous employment and social media engagement. JobPal Custom-build recruitment chatbots like JobPal allow TA professionals to respond to candidates in real-time and guide them, step-by-step, through the application process. Many candidates fatigue before they can finish an often lengthy form, but chatbots can prompt them for the same information in a more user-friendly format. And, if candidates don’t provide everything required, chatbots can check in to remind them. Bots can also maintain an active relationship with a candidate, providing status updates on an application, scheduling interviews, and letting them know that a job has been filled and they are no longer being considered. Textio Many recruiters have trouble attracting diverse candidates based purely on the language in their job descriptions. This AI program examines 40 million job listings and considers the outcomes: how many people applied, how long the job stayed open, and the demographic groups the description did or didnt attract. Based on the data, a predictive engine provides feedback on how likely a job description is to draw diverse candidates along with suggestions for how to phrase descriptions using more neutral language. X.ai Featuring scheduling assistants “Amy” and “Andrew,” this software allows recruiters to connect their calendars, update their preferences, and schedule phone screens or in-person interviews with candidates. Allegedly, Amy and Andrew were created based on a comprehensive analysis of human meeting habits and terminology, and their communication appears so natural people often believe they are working with humans.