Whether you’re searching for that new position or seeking the best candidate, tech expert Tim Stackpool outlines some of the new technology you can expect to encounter.
The cost of individual recruitment can run into the thousands, so tech is being relied on to ensure the best candidate is recruited every time. Don’t be surprised if any of these technologies become part of your job search or candidate-hunting journey…
Smart writing assistance
A new breed of language analysis tools, such as TEXTIO, can cement corporate culture or help nail that application. Think about how the inadvertent use of hidden gender expectation might discourage an applicant or employer (consciously or subconsciously) purely because the word ‘nurture’ was used instead of ‘manage’ – now, writing assistant software can ensure unconscious bias in job advertisements or applications is minimised.
This type of software can also be used beyond recruitment. Corporations have reported success using the same technology for developing cultural change within an organisation or turning data into meaningful language.
Automated applicant tracking
Technology has been employed for this purpose for over 20 years with varying degrees of success – and there is truly a love/hate relationship in this realm between recruiters and candidates alike. But machine screening is here to stay – a human will take at least two minutes even for the most cursory observation of a resume while software can take mere seconds.
An Applicant Tracking System (ATS) becomes more important after this step. ATS should be used to send ‘rejection’ letters, even within a matter of hours, and move other applicants onto the next stage. Given that around 75% of applicants never hear any response from recruiters and 60% are left in the dark after an interview (worldwide average), resume screening combined with an exceptional ATS reduces the risk of poor candidate experiences. That also means less chance of a negative review on Glassdoor for the company.
Chatbots, like offered by PHENOM, can work well to initially connect both candidates and recruiters. For recruiters it can help attract the right talent, showcase the brand, build a strong talent pipeline and convert best-fit applicants. For candidates, it can be a non-confronting way to make first contact with a preferred employer, determine whether there is an appropriate cultural fit and quickly learn of the skills required of any role.
One other advantage? Use the chatbot to subsequently schedule an interview with a qualified candidate. Scheduling links can be generated and used by candidates once they’ve passed the filtering questions. And unlike a human recruiter, a chatbot can talk to candidates 24/7, so they can answer questions and filter candidates much faster across multiple time zones.
Interviews with artificial intelligence
This is where both Zoom and in-person interviews can head to the next level. We all know HR managers who are ‘a good judge of character’, but what if an algorithm could analyse facial expressions like furrowing your brow (or raising eyebrows), eye-widening, chin raising or smiling?
It’s also important to ensure an objective and non-biased approach is made to recruiting. That’s where TENGAI positions itself. It’s designed to ask neutral, non-leading questions that accurately assess a candidate’s soft skills without any form of bias. The personnel recommendations are then presented as scientifically factual.
It can also deal with volumes of work much more quickly. Hiring speed critical? Trial AI tech as recruitment turnaround can be significantly shortened – and candidates can be confident of an objective and measured consideration.