If you’re an HR professional, you’ve likely been inundated over the last few years with the prospect of leveraging artificial intelligence in the recruiting process. As much has been made about the potential for AI, we are just at the beginning stages of what is possible, and it’s fascinating.
As the saying goes, “there’s an app for that”, there’s a technological solution for just about every step of your recruiting, and subsequent hiring process. Of course, the recruiting process is just the first step in what are many HR functions that span from recruiting to compliance management, and to off boarding at the end of an employee’s tenure.
Here are some ways that AI is improving the recruiting process for both employers and employees.
Chatbots serve as AI-powered assistants, communicating with prospective candidates, assuring that information is being exchanged between the employer and potential new employee. In her article, The Future of Work: How Artificial Intelligence Will Transform the Employee Experience, Jeanne Meister discusses the potential of chatbots on recruiting.
Among other things, AI chatbots can reduce time to hire, as well as increase the number of potential candidates who complete the application process. In content-centric workforce management systems, chatbots can be utilized to communicate important information at any time, and from any location with mobile device access.
Technology has reached a point, via machine learning, that makes the candidate feel like they’re dealing with a real human, as chatbots use natural language processing to communicate.
This technology saves man-power from the HR side, while giving the prospective candidate real-time feedback on information that they need.
We’re experiencing a 50-year, record low unemployment rate. While qualified candidates are even more difficult to find for jobs, there are plenty who are willing to leave their current job for better opportunity elsewhere. Finding qualified candidates is an essential function for HR folks.
Bias is a hot topic in business today, as well as our culture as a whole. Bias influences recruiting, hiring, pay, and even who gets rewarded (or not) for performance. AI changes the game in these processes by eliminating the natural human bias that occurs.
Bias is a natural function of our make-up, and unfortunately, it can lead us to eliminate people who could be really great talent. I’m not talking about blatant racism, sexism, or ageism here. I’m talking about the human biases that we develop based on where someone went to school, where they’re from, or where they may have worked. By leveraging AI, content can be found in applications or hiring processes that may have been overlooked by a busy HR professional.
By eliminating bias, top candidates can be found, and some who may not have been found otherwise.
TREAT AN EMPLOYEE AS A CUSTOMER
I’ve discussed previously how we can develop a tremendous relationship with our employees when we treat them like we treat our customers. While this may still be a stretch for some, the reality is that when you take care of your employees, they will take care of your customers, and your business. And as not to look like it’s a give-to-get set-up, there is a mentality that shows your employees that you truly care about them, and want to see them excel in their career.
AI can be used to continue the conversations with new candidates who are in the funnel, while also continuing follow-up with previous candidates who may one day be hires for your company. As jobs open within your company, candidates within your funnel can be alerted as new opportunities arise though automation.
But even beyond the updates of new jobs, a slow-drip conversation can be maintained with your funnel that continues the development of the relationship between you and those in your candidate funnel. A wide variety of conversations can be implemented with everything from seeing how a candidate’s job search is going, to getting feedback on the latest company branding or initiatives, to checking in to just say “hello”.
Unlimited information is at the tip of everyone’s fingers, so the one who can access the data and process it the fastest has the advantage. Utilizing AI in the recruiting process helps you mine the information you need with speed and efficiency, helping you to find top talent.
David LaMontagne is the CISO at Essium,a premiere software company that has developed a revolutionary, customizable, workforce management solution named Xenqu. Essium’s Xenqu Software leverages our Smart Content Technology to organize everything related to your workforce in one secure, digital file using the latest cloud-computing technologies and architectures.