To find out how to use Recruitment Automation to hire faster, reduce bias and save, we also have a great retail industry eBook on Ai in HR.
AI RECRUITMENT TOOLS
Artificial Intelligence. Machine learning. Chatbots.
While the possibilities of technology always felt like some distant future, there’s no denying that the future is right here and right now.
Every day, technology touches and enhances our lives in ways we rarely even pause to think about. Algorithms, apps and digital automation continue to reshape the ways we shop, connect, bank, get around or even track our fitness and the steps we walk each day.
It’s changed the ways we access customer services and the ways we can connect with our tribes across social platforms. And in the time of COVID-19, it’s enabled ways of efficient remote working that few thought could be possible.
With the uptake of automation and artificial intelligence (Ai) across every industry sector, it was inevitable that these technologies would reshape the HR and recruitment domains too. Compared to manufacturing automation, service delivery, supply chain management and marketing channels, HR and recruitment might be a little slower on the uptake. Ai tools are now rapidly reshaping the essential functions of hiring.
Employing the latest advances in Ai, machine learning and big data practices are delivering new efficiencies and better outcomes for businesses, recruiters and candidates alike.
Conversational Ai is a type of Ai that lets businesses have dynamic and meaningful conversations at scale with customers, staff, business partners and candidates.
Conversational Ai uses Natural Language Processing (NLP), a sub-field of Ai that’s focused on enabling computers to understand and process human languages. Through machine learning, it aims to get computers closer to a human level of understanding of language.
Conversational Ai uses NLP to discern meaning from both written and spoken word:
Sometimes referred to as chatbots or textbots, Ai-based conversational tools continue to evolve and be applied in new and extraordinary ways. Through NLP, the ability to read, decipher and understand written and spoken language has evolved to the point that personality traits, sentiment and other inherently human characteristics can be understood from written and conversational exchanges alone. Our own peer-reviewed research shows how personality traits can be accurately inferred from answers to standard interview questions captured via a text chat.
Ai recruitment works best in high volume recruitment such as customer-facing retail or service team roles. In roles and industries with fewer candidates or more senior positions to fill, traditional recruitment practices are likely to be preferable.
Conversational Ai can be helpful for profiling personalities in candidates or existing employees without the time and costs of conducting lengthy psychometric profiling. Add video into the mix and machine learning can add additional layers of meaning through analysis of facial expressions and profiles, body language and more.
Video interviewing continues to divide opinion as many believe it allows for unconscious (or not so unconscious) bias to remain front and centre of the hiring process. In text-based Ai interviews, many of the usual bias cues or triggers an be effectively eliminated at the candidate screening stage.
In a post-COVID or COVID-normal economy, employment opportunities will be competitive. As more people compete for potentially fewer jobs, finding and engaging the best candidates will be even more challenging.
Ai-powered interviews can help recruiters cast their net wider to reach a bigger pool of candidates and find better-qualified candidates.
People know text and are comfortable with text. So by providing a text chat-based mobile-first experience for candidates, improves the user experience and addresses communication challenges.
Chat-text provides an easier and less confronting interview process for many candidates.
Everyone has a story that’s bigger than their CV and Ai recruitment interviews give every candidate an opportunity to tell theirs. Candidates can choose when and where they complete their interview and standardised interview questions ensure a level playing field for all candidates.
Sapia’s text chat interview automation is blind screening at its best. We’ve removed possible factors that can influence human bias – no CVs, no socials, no videos, no facial recognition and no time limit. It’s just the candidate and their text answers, providing a fairer and richer experience where candidates feel comfortable just being themselves.
One of the most well-known applications of Ai, data science and machine learning is Recommender systems or Recommender engines. It’s how Spotify suggests the track you might like next. Or how Netflix recommends your next binge-worthy series. And how Amazon recommends books or products likely to be of interest.
In hiring, Recommender Systems use predictive modelling to recommend the most-likely best matches of applicants for a role.
Recommender systems guide decision-making by using machine learning to analyse all the data available through the HR lifecycle. From job advertising and clicks, through interviewing and hiring, to employees’ job satisfaction and tenure, data can be analysed to reveal predictive patterns and insights.
Data can find connections that humans don’t, providing valuable insight into what an ideal candidate looks like or where you’re likely to find them.
Recommender systems can cut through the ‘noise’ by providing a shortlist of top-ranked candidates. This is without burning time, sorting and reviewing potentially hundreds or even thousands of applications. Predictive intelligence shares additional insights on candidates’ values, traits, personality and communication skills. It helps to simplify the selection and guide faster talent decisions.
Machine learning is not infallible. One important consideration is questioning whether the data being used is not inherently biased. If, for example, machine learning models are built around data from a workforce that historically skewed towards male, the recommendations will inevitably have a male bias. Machine learning should only guide a decision not to make it and, ultimately, it’s always important to have real people making decisions about people.
Reviewing CVs of all candidates can be the most time-consuming part of a recruiter’s job. Especially for large-scale briefs such as retail or customer service teams. In defining a shortlist of potential candidates to proceed to the interview stage it can be hard to differentiate between CVs. It’s also easy to make decisions that may be based on personal biases.
But what if you could start the hiring process with all the benefits of an interview process, without investing your time in them? And what if in the time it would take to properly review just a handful of CVs, thousands of candidates could be screened by interview?
With Ai recruitment tools you can.
When it comes to recruiting and hiring, the ability to read the mood as well as the words is a game-changer in candidate assessment. Here are our top five benefits for your business:
Without even having to consider CVs upfront, an upfront screening interview reduces time to hire by providing a shortlist of candidates with the best fit to move forward.
Ai interview automation looks beyond the CV to assess the skills, traits and temperament of candidates. Based on past hires, Ai learns what a successful candidate for your business looks like and joins the dots to find others that match that profile.
Recruiters and hirers can save time reviewing and assessing CVs. With the ability to complete briefs faster, build teams sooner and achieve business metrics, you can be on to the next job sooner. Or free yourself to concentrate on what you do best: building relationships, delivering a better hiring experience or enhancing the onboarding process.
Ai-enabled interviewing helps reduce the effects of unconscious bias – the inherently human prejudices, personal preferences, beliefs and world-views that shape our assessment of others. Our biases can easily have a negative impact on candidates and mean you’re potentially missing out on the best candidates for the job. It can also mean employers are missing the opportunity to cultivate workplace diversity and all the benefits it delivers.
Diversity improves employee productivity, retention and happiness. Time and again, research shows that diversity – of background, gender, experience and more – improves employee productivity, tenure and job satisfaction. In 2020, global management consulting company McKinsey confirmed that “The most diverse companies are now more likely than ever to outperform non-diverse companies on profitability”.
Companies that have automated part of their candidate screening and interviewing are not only reaping the benefits of a more streamlined and stress-free process but report an immediate pay-off in time and efficiency savings.
Get your time back quickly and reallocate budgets towards higher-value investments and automation in other areas of recruiting.
Use Sapia’s free calculator to:
Everyone has one part of their job that they could do better if they had more time. Like managing stakeholders. Improving business partnership skills. Or networking to improve talent pools with a focus on those high-end and hard-to-fill roles. Whatever yours might be, interview automation can give you back time to focus on high-value tasks.
Reviewing CVs and managing interviews might not be the biggest challenge in your role, but they are likely to be the most time-consuming. Automate those upfront interviews using the tools and process of Ai recruitment and you can focus on the bigger picture of finding the best fit for every role and meeting every brief with confidence.
While this one’s last on our list of the benefits of Ai interview automation, it could equally be the most important.
Ever since job boards hit the market, recruiters have been inundated with candidate applications. While that’s been good news for potential employers as well as recruiters, it’s not so good for candidates. Too often candidates make the effort to apply for a position, but then due to the sheer volume of applications they never hear a thing from the recruiter or hirer. It’s called “ghosting” for obvious reasons.
Ghosting is not just a bad look, it can be bad for business. Candidates can easily share a negative experience on social media. They may also be less inclined to apply again or accept a job offer now or in the future.
With interview automation, you can turn every candidate engagement into an efficient, empowering and enjoyable experience.
Sapia’s award-winning interview automation offers a mobile-first, text chat interview. At scale, it delivers an engaging and relatable, in-depth interview, followed up with personalised feedback for every candidate. Here’s how Ai automation provides a superior experience to a traditional interview process:
Find out more about Sapia’s Ai-powered recruitment tool and how we can support your recruitment needs today.
You can try out Sapia’s Chat Interview right now, or leave us your details to get a personalised demo
To find out how to interpret bias in recruitment, we also have a great eBook on inclusive hiring.
And then suddenly the video interview went mainstream!
Whether it’s Google Meet, Facetime or Zoom, 2020 will always be remembered as the year that video meet-ups went mainstream. It’s how kids kept up their lessons. How their parents hooked up with their personal trainers. It’s where people met up for Friday drinks. And of course, it’s the technology that enabled millions to stay connected to colleagues and clients while working from home.
And just as video has impacted so many parts of our lives and businesses, it also accelerated the adoption of video tools in contemporary recruiting.
It might be considered the next-best-thing to ‘being there’, but could video interviewing actually be filled with traps that are working against the best interests of recruiters, candidates and employers?
There are two types of video interviews:
Within both types of video interviews, an ability to reduce unconscious bias is promoted as a key benefit.
Unconscious bias is the sum of the inherent beliefs, opinions, cultural background and life experiences that shape how we assess, engage and interact with others.
There are several ways that video interviewing might help reduce unconscious bias:
As much as proponents of video screening or interviewing claim it removes bias from the process, by its very nature, the opposite is in fact true.
As soon as an interviewer or hirer sees a candidate, the blindfolds of bias are removed. No matter how aware or trained in bias the reviewers may be, images and sound can trigger bias. Additionally, it can distract attention from the things that really matter. Here are just a few things that someone talking to the camera will reveal. All possible points of unconscious bias:
No rule says you need to see someone to hire them
That’s just a bias (much like the bias pre-Covid) that you need to see someone at work to know that they are doing the work.
Blind hiring means you are interviewing a candidate without seeing them or knowing them. It’s fair for the candidate and also smart for your organisation.
If you are hanging your hat on the fact you just finished bias training- research has shown consistently unconscious bias training does not work.
While we have all been dutifully attending it for years, the truth is the change factor is zero.
Sapia’s Ai-enabled, text chat interview platform has been designed to deliver the ultimate in blind testing at the most important stage of the recruitment process: candidate screening.
Unlike video interviewing, Sapia removes all the elements that can bring unconscious bias into play – video, visual content such as candidate photos or data gathered from social channels such as LinkedIn. Sapia even takes CVs out of the process.
An enjoyable and empowering candidate experience
While being ‘camera shy’ works against many candidates in video interviews, Sapia evaluates candidates with a few simple open, transparent questions via a text conversation.
Candidates know text and are comfortable using it. A text interview is non-threatening and candidates tell us they feel respected and recognised as the individual they are. They are grateful for the space and time to tell their story in their words. It’s the only conversational interview platform with 99% candidate satisfaction feedback.
Beyond a more empowering candidate experience, the platform helps recruiters and employers connect with the best candidates faster and cost-effectively. The platform uses Ai, machine learning and NLP to test, assess and rank candidates according to values, traits, personality, communications skills and more.
Recruiters can gain valuable personality insights and the confidence of a shortlist with the best matched candidates to proceed to live interviews. By removing bias from the screening process Sapia is helping employers increase workplace diversity.
Find out more about Sapia’s Ai-powered text interview platform. Also, see how we can support your best-practice recruitment needs today.
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Finally, you can try out Sapia’s Chat Interview right now HERE >
While the past year has brought considerable challenges to the HR function, there is one silver lining: Innovation in HR tech is abounding. Despite the disruptions of the pandemic, the HR tech market has continued to thrive—with many new entrants tailoring solutions to the unique HR needs that have arisen in recent months, says Steve Boese, chair of the HR Technology Conference, which will be held in Las Vegas in the fall.
“The HR technology start-up space has been extremely vibrant for years, and the pandemic, it seems to me, has not really slowed the pace of innovation very much if at all,” Boese says. “Newer, more agile tech companies can often provide important and immediate benefits to help organizations react quickly to a changing environment.”
Boese will share several of the most innovative solutions during a Spotlight Session at this month’s Spring HR Tech, a free and virtual event. Boese and conference organizers reviewed about 75 start-ups, conducting demos and meetings with about 30 of them, to ultimately select six standout start-ups that will demo during the conference session. The session, Six Emerging HR Tech Startups to Put on Your Radar Now, will begin at 2 p.m. Friday, March 19.
Although the start-ups address a range of issues facing HR, their work is being uniquely driven by recent events.
“As you would expect, the impact of the events of 2020—the pandemic and the social justice movement in particular—are definitely influencing the technology developments we are seeing,” he says. “So, areas like mental health and wellbeing, diversity and inclusion and even support for offboarding employees are three specific areas that will be showcased in the session.”
The participating companies are:
Unmind: a technology solution employers can use to support their overall mental health programs and strategies
FutureFit AI: a new approach to separations, offering people a more supportive and personalized experience as they transition to their next role
Hourly by AMS: a set of tools to help both organizations and candidates navigate the hiring process for hourly roles
Sapia (Formerly PredictiveHire) : a fully digital software solution for volume recruitment
Eskalera: a platform that drives employee inclusion through training, reflection and connection
Work Shield: a tool that manages employers’ reporting, investigation and resolution of workplace harassment and discrimination issues in their entirety
To keep up to date on all things “Hiring with Ai” subscribe to our blog!
You can try out Sapia’s Chat Interview right now, or leave us your details to get a personalised demo
As a company, you are unlikely to move the needle much on engagement or performance if you are hiring the wrong people.
The only way to change culture fast is through your people decisions – who you hire and promote.
Our Principal Data Scientist knows this from analysing data at his old employer Culture Amp for three years – it’s often the same companies in the top and the bottom on engagement year after year.
This is why highly engaged companies remain engaged as they hire like-minded people. It’s a virtuous cycle.
Transparency and inclusiveness builds trust. We know that from our own relationships and it applies equally in the workplace. Healthy cultures thrive on people feeling heard and leaders being transparent on what’s going on in the business.
The greatest algorithm on earth is the one inside of our skull, but it is heavily biased. Most decisions related to people are heavily flavoured by emotion, aka bias. Biases are difficult for humans to remove even when we are conscious of them. We need technology to help us – to de-risk the bias and change mindsets.
Are these connected themes or unrelated?
Here’s our formula for the Right Culture: (Inclusiveness + Transparency) – Bias = Trust
What do you think? We invite you to join the conversation on LinkedIn.