Like other industries, Recruitment and HR teams are leveraging the power of AI & automation to increase their efficiency and effectiveness.
Recruitment teams and Hiring Managers are familiar with screening 100s of CVs each day to assess the candidate pool for a single role. The development of automation means that these teams spend less time manually going through CVs of candidates that aren’t relevant for the job, and more time building relationships with the right candidates.
In this article we list three of the ways AI is being used in Recruitment to raise awareness and offer some advice, where possible.
Essential Keywords Search
Most commonly, Recruiters are using Boolean searches to identify candidates for relevant positions based on skill-matching across Professional Networks such as Linkedin and Xing, and Job Boards such as Indeed and CV Library.
If you are a job-seeker, be clear, succinct and ensure keywords highlighting your key skills, qualifications and experiences are included in the Headline, About section or Skills/ Experience section on your Linkedin profile and CV – you only need to have it listed once for it to show up on a search.
Similarly, don’t include words pertaining to skills that you covered a long time ago, have no interest in or perhaps covered briefly during a course.
In addition, if you can, highlight on Linkedin that you are looking for work. You can select this in your settings and a green banner will appear on your profile. You can also (or instead of the bold green banner), include the captions “Seeking new opportunity” or #opentowork on your profile.
Virtual Interview Analysis
Some companies, particularly larger ones such as Meta and Google have started trialling the use of AI to analyse candidates during the interview stage.
Word choice, facial expressions (including eye contact), body language are under assessment and can be indicative of mood and personality traits.
It has its strengths. It is objective and reduces the impact of a Hiring Managers potential bias as it doesn’t factor in skin colour or social background. It also doesn’t get tired or emotional, so can be a great assistant after a long day of interviews. However, it is only as good as the data it has been trained on and any biases in that data-set will be reflected in the results it provides. So, it’s important it is seen as an ‘aid’ and not as a replacement for the hiring team.
This is a relatively new application, and few companies are using this form of interview assessment as far as we’re aware. However, we still highly recommend practicing your virtual interview skills with a friend or your Recruiter.
Candidate Engagement
AI-powered recruiting chatbots are being used to send out customised, automated messages to ensure candidates are contacted as quickly as possible about an open role, informing them of interview schedules and getting feedback on interviews and services.
At Propeller-Tech we prefer a more human and authentic approach, so you can be sure any message that you receive from us, has actually been sent to you personally by one of our team.
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New applications for AI and Machine Learning in the world of Recruitment are constantly being identified and developed.
This article from Dataconomy.com, explores further uses of AI in Recruitment, including information on Google’s new AI-based ‘Interview Warmup’ tool.
We hope this has been insightful, and we will do our best to keep you up to date with technology developments in this industry.
If you would like to contact us and discuss anything mentioned here, please don’t hesitate to reach out: Contact Us |Propeller Tech (propeller-tech.com)
