Artificial intelligence (AI) can help talent acquisition specialists and hiring managers find and place people in jobs more efficiently and effectively by ensuring candidates are well-matched from the onset. With AI technology like machine learning, talent professionals can find, screen, and engage with high-quality candidates in an efficient and unbiased manner, reducing the time it takes to fill a job vacancy. On the other side, AI can elevate the candidate experience for job applicants, ensuring that regardless of the outcome of their application, applicants are left with goodwill towards the company.
There are various processes within the talent experience that can benefit from AI, including improving interviews with prospective candidates.
Supporting the job interview stage
AI can be leveraged into the workflow of facilitating interviews and identifying the candidates with the most potential. Video interviewing technology enhanced with AI can help talent professionals evaluate candidates by using data points to analyze vocal intonation and inflections, word choice, and facial expressions and movements. Tech can analyze an interviewee’s comfort level, identify whether there may be an issue with their level of honesty, and grade the quality of the answers given by picking up on social cues.
HireVue‘s software uses algorithms to assess video interviews. HireVue analyzes interviews, noting actions by candidates to provide clients with feedback on a candidate’s levels of engagement, motivation, and empathy. The technology can even gauge if a candidate’s facial expressions contradict their words. The software can spot thousands of hints about intent, habits, personality, and other qualities, looking for links between traits found in those interviews and the eventual job performance. HireVue assesses whether a candidate uses active verbs, such as “can” and “will” or relies on negative words, such as “can’t” or “have to.”
While a report from a video interview may not be the only thing a hiring manager relies on when making an employment decision, it can eliminate poor fits for the role.
Reducing unconscious bias during the interview process
Human bias can influence recruitment. When evaluating candidates, hiring specialists are vulnerable to stereotyping and making subconscious decisions based on the personal factors of a candidate without being aware of it. AI can be programmed to disregard information regarding a candidate’s age, race, and gender, as well as background history such as geographical areas lived, universities attendees, and organizational affiliations, to ensure clear judgment.
A human bias-reducing AI software solution offered by GapJumpers uses AI to host digital ‘blind auditions’, leveling the playing field for applicants. Auditioners are asked to submit work samples and challenged to answer work assessment questions anonymously. This allows recruiters to see beyond resume keywords and better assess talent through the skills, knowledge, and creativity revealed.
With AI, job applicants are ranked by objective information, paving the way towards building a more diverse workforce.
Get more insight into how HR professionals can unlock AI’s potential in talent prospecting and recruitment in our latest ebook: The HR Pro’s Survival Guide to Artificial Intelligence, Part 1.