Recruitment Bots & Hiring Bot Solutions: The Future of Interviewing and Group Recruiting
The Rise of Hiring Bots in Modern Job Interviews
How did you deal with a change in your life?
What motivates you?
Are you able to share a valuable lesson you’ve learnt from a prior colleague?
These sound like the questions you’d typically get asked in a job interview – except this particular interview is being conducted by an AI interview bot. Welcome to the new world of job interviews, where recruitment bots and AI interview bot systems are becoming the norm.
AI’s Growing Role in Post-Pandemic Job Markets
Although AI being used in recruitment is not new, experts predict its use will soar as job markets rebound post-COVID-19.
Enhancing Candidate Experience with AI and Interview Bots
On average, job seekers are having to apply for 20 to 25 jobs before securing employment, said Trini Nixon, regional director of talent management at recruiter Hudson.
She said AI, particularly recruitment bots and job bots, was growing in popularity as a recruitment tool, being a much faster and more efficient way to screen applicants.
“That in itself creates a more positive and engaging experience for applicants when they’re able to get responses at each milestone. AI can also help candidates put their best foot forward,” according to Sam Zheng, CEO of Curious Thing, a company that knows how to get bots in group recruiting.
Interview by text message
“This is because a recruiter may not have time to talk to everybody but an AI does,” he said.
AI can be used to discover many things about applicants. Such as their fit for the role, their personality, their communication skills and their tendency to move around jobs.
– Barb Hyman, chief executive of Sapia, a Melbourne-based tech firm that uses AI to filter job applicants.
In the wake of COVID-19, Sapia has launched a new function that lets job seekers be interviewed by text message, a unique feature in the world of recruitment bots.
Candidates answer a series of questions by text, with their responses analyzed by AI, and then get personalized feedback.
“I know it’s hard to believe, but what we can learn from 200 words is a hell of a lot. That’s because it’s about the questions you ask. You have to ask questions which really get to you and your experience,” Ms. Hyman said.
Ms. Hyman said chat-based interviews addressed some of the big failures of current assessments of young people: ghosting, bias, and trust.
In all of these roles it doesn’t matter what you look like. What matters is your traits or your behaviors,” she said.
Ms Nixon said although AI did reduce bias, it was important to remember it was built off algorithms.
“We need to make AI continually learn. Otherwise, we’re working on an algorithm that’s not correct,” she said.
Ms. Hyman said feedback from candidates showed they found chat-based interviews much more comfortable than other styles of interviews.
Tips for dealing with hiring bots
When applying for a job where AI, such as hiring bots or recruitment bots, is involved, Ms. Hyman emphasizes the importance of authenticity, much like in an in-person interview.
“Be yourself,” she advises. “If you try and game the system, the system—especially sophisticated hiring bots—will find you out.”
“In our case, we can identify when someone has plagiarized. We can identify profanity, we know the top sites graduates use to source answers and we can reveal that to our customers.”
Mr. Zheng concurs that applicants should not attempt to outsmart the system, particularly when facing advanced job bots.
“Every AI, like our interview bot at Curious Thing, runs with different algorithms, and a method like this might ultimately penalize you,” he says.
“For example, our AI will notice if a candidate is piling on keywords—this is when they aren’t integrated into a well-structured and coherent answer. The best results will come from you being genuine.”
Mr. Zheng reminds applicants that AI, particularly tools like a recruitment bot, are essentially information collection tools designed to analyze the information provided.
By maintaining the integrity of the original content and enhancing it with the requested keywords, this version aligns with the typical narrative and terminology used in the context of AI in recruitment.
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