When your recruitment team is inundated with hundreds of applications and you are seeking to quickly fill positions, efficiency is the operative word.
In fact, the emergence of artificial intelligence chatbots has revolutionized the field of high-volume recruitment in the field of HR.
According to a 2018 Korn Ferry study, nearly seven in ten recruiters are of the opinion that utilizing AI and Big Data to source candidates allows them to access “more qualified” talent pools.
Chatbots that are more intelligent are becoming increasingly prevalent.
However, AI recruitment bots are not your typical Messenger bots that rely solely on question-and-answer templates until they reach the conclusion of the conversation, as they are not glitchy.
AI chatbots are more potent because they are designed to not only maintain the conversation by utilizing a predetermined set of questions and answers, but also to analyze the candidate’s natural-language responses which are freely flowing.
For example, the AI chatbot automatically extracts keywords or phrases from the candidate’s response when they are requested to record a 90-second video or audio clip that delineates their strengths, shortcomings, and skills. These keywords can assist in determining whether the candidate should proceed to the subsequent phase.
The AI that powers these next-generation chatbots is already at work parsing out data from the natural-language responses for each response a candidate types in during the pre-screening.
For instance, L’Oreal, a cosmetics company, implements two distinct recruitment methodologies. The first is the chatbot Mya, which is responsible for pre-screening by asking basic inquiries about visa requirements or availability.
The second is the AI software Seedlink, which is purported to ask open-ended queries and assess the candidates’ responses.
“We have been able to recruit profiles that we likely would not have hired based solely on their CV.” In April, Eva Azoulay, L’Oreal’s global vice president of HR – Talent Acquisition, stated to CNN, “It is similar to a finance profile for sales or a tech profile for marketing.”
In the interim, other AI programs conduct a thorough search of the web and social media to identify publicly available information regarding the candidate. The data points utilized to evaluate the candidate’s qualifications for the position contain the information.
For example, the AI solution DeepSense collects online data about a candidate to evaluate their learning ability, temperament, and other characteristics. It then compares the data to the profiles of successful candidates or employees in the past.
The practice of HR is being revolutionized by bots.
In order to expedite duties that would otherwise be tedious and time-consuming for human recruiters, HR leaders are implementing AI chatbots.
The HR Tech Summit in New York on November 6 will feature discussions on bots, AI, and robotic process automation (RPA) by industry experts Deep Paudel, Devon Satnick, and Rory O’Doherty. The following topics will be addressed during the session:
Examination of the most recent HR technology and its influence on business strategy
The automation of intricate duties and data through bots and RPA
Diverse skill sets are necessary to operate, configure, and maintain digital robots.
Methods for instructing HR teams to concentrate on providing higher-value services and effectively administering the transition