Every year, more and more companies are introducing new technologies to their recruitment processes. The goal is to attract unique specialists, motivate line managers and ring up 10,000 candidates per second. Artificial intelligence is able to decode and analyze thousands of megabytes of text, voice, and video information about the candidate.
AI can detect correlations, compare patterns, predict the effectiveness of the candidate in the performance of a particular job, and highlight those who are more likely to succeed. A human recruiter simply cannot compare. During an interview, a charming candidate can make a pleasant impression on the recruiter, have a psychological effect, or even persuade. Such methods are useless for a soulless algorithm.
The global HR Tech market, according to CB Insights, is estimated at $14 billion for last year. The interest of the venture market in this sector is indicated by the growth in the number of deals with startups offering new technology tools for recruiting and personnel management. According to a study by the consulting company LaRocque, 66% of HR Tech’s investments come from talent acquisition technologies.
In the HR technology market, there are already several solutions and successful cases that allow us to talk about the prospects of introducing AI into the personnel policy of companies:
1. Soft Skills Assessment
The candidate is offered to play a computer game. It can be a quiz, puzzle, quest, simulator, or strategy. The game thinking, approach to solving problems, risk appetite, motivation, activity, learning ability and more than 90 cognitive and emotional qualities in total are evaluated. The output is a psychological portrait of the candidate, which is compared with the vacant positions. Recruitment gamification is especially effective in selecting young professionals.
Companies with the highest financial return on employment, estimate the proportion of “flexible” skills of employees in the portrait of the ideal candidate at 40%. Largest companies in their field have successful cases on the implementation of gamification. To attract “Generation Next” candidates in business, the American hotel chain Marriott has developed a game in which the person must act as a kitchen manager in the hotel.
At the same time, the promotion of gambling in organizations can lead to negative results and loss of productivity. In May 2010, Google decided to celebrate the 30th anniversary of the game Pac-Man and integrated the browser version of the game into the logo on the Google homepage, 4.8 million work hours from employees of various companies around the world was spent on this game.
2. Virtual Reality Assessment
VR currently is more applicable to gaming and entertainment. But this technology also has a place in recruitment. The Jaguar Land Rover company launched a VR app for assessing the skills of technical specialists together with the rock group Gorillaz. Candidates were placed in a virtual garage with a 360° view. Tasks are aimed at testing knowledge and skills in the automotive industry, programming, and mathematics.
VR is most often used to immerse candidates in office culture, imitating a working day using 360° videos. The experience of Jet.com, Deutsche Bahn, Intuit, and General Mills has shown that virtual job fairs and excursions to remote offices increase the interest of young job seekers to the employer tenfold and allow to attract more talents.
3. Video Interview
The “smart video interview” method is gaining popularity and is especially relevant in the initial stages of personnel selection. The AI system is not only capable of recognizing speech and image but also take into account the vibration of the voice, facial expression, and conduct a linguistic analysis of the text. This format allows not only to comprehensively assess the flexible skills of the candidate but significantly reduce the time and money of the company.
A special audio bot was also created that automatically calls the candidates before a video interview, recognizes language and builds a communication algorithm depending on the answer. A bot can communicate in a few minutes with hundreds of job seekers at once and help to find the best international tax accountant for a company or corporation.
Recommended and sourcing systems, HR-bots and robots deserve special attention. They allow reducing the workload of the recruiter at the initial stages of selection. The most advanced HR bot is considered the recruiting tool named “Mya”. In addition to communicating with the candidate and assessing abilities, “Mya” is able to make appointments, keep lists, and comments on candidates, which increases the efficiency of the recruiter by 38-150%.