Artificial Intelligence for HR by Eubanks Ben;

Author:Eubanks, Ben;
Language: eng
Format: epub
Publisher: Kogan Page, Limited
Published: 2021-12-15T00:00:00+00:00

Chatbots offer incredible value and time savings for recruiters, and they also open up lines of communication with candidates in ways that humans simply can’t without intense efforts of manual labour. Many of these tools in a recruiting context help to screen candidates at the top of the funnel, provide an interactive experience for applicants and keep recruiters updated in the back-end dashboard. In one demo, I actually had fun experimenting with the SMS-based interaction as the algorithm helped to schedule me for my ‘interview’ with the firm. It made me pause, because I knew in the process that this wasn’t a person, but the bot served as a proxy for interpersonal contact in the recruiting process, which was good enough for me. Even though I wasn’t applying for a real job and was just testing the technology, I have to imagine that users that are actually looking for work are going to enjoy the experience even more than I did.

The use case for bots in the talent acquisition process is straightforward: candidates interact with a chatbot instead of a person, allowing them to get instant help and attention and freeing up recruiters to focus on other activities. However, we’re starting to see more automation in the process, opening up a world of innovative ideas. One example of unique usage of a recruiting bot was in automated screening of candidates for a complex role. In this instance, the ideal candidate for the job required a fairly significant following on social media to be qualified, so the bot asked the candidate about what social media platform was their most active and what their username or ‘handle’ was. The algorithm would then quickly scan the user account’s posting consistency and recency to ensure that they met the minimum threshold for consideration. While the system also performed the standard interactive chat conversation with candidates, this step added value by automating a key part of the process, eliminating a time-consuming activity for the recruiting team to follow up and review the social media profiles of every potential candidate to ensure they had the necessary qualifications to move forward in the process.

One more example comes from Anna Ott, VP People at HV Capital.9 In her story, she told about some of the surprising findings of adopting a chatbot for recruiting. For instance, candidates mostly interact with the bot outside of normal working hours. This means those applicants are getting attention when a recruiter would not typically be working, which is intriguing. The company’s system, called ‘hubbot’, also received a wide range of questions beyond what was initially expected. Bots are programmed to respond to specific questions, which meant there were other queries outside its normal parameters it could not answer. If the question that comes in is not able to be matched to an answer in the database, hubbot sends the query directly to Ott, who answers it and then programs the response into hubbot for future enquiries. The breakdown of questions from candidates probably

Download

Copyright Disclaimer:
This site does not store any files on its server. We only index and link to content provided by other sites. Please contact the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately.