In this fast-paced world of technology, companies are growing and so is the needed to rapidly staff up. Recruiters are spending hours at a time going through huge piles of resumes which is simply overwhelming.
"AI" has turned into a popular expression of the late, Artificial Intelligence in its present state has discovered far reaching applications in the general masses – Amazon’s Alexa, Google’s Home, Tesla’s self-driving cars to our very own Mahindra’s connected cars. With AI proving useful in all spheres of our lives, it’s only natural that it finds application for recruiters.
Corporates behemoths are implementing technology solutions to help smoothen their recruitment process, but, most of them are still content with the “Recruitment Process Outsourcing (RPO)”. If 300 lives in an airplane can be trusted with auto-pilot (AI) why not take look at “Recruitment Process Automation (RPA)”.
“Artificial Intelligence has come to hiring” what does this really mean? Predictive algorithms and machine learning are fast emerging as tools to identify the best candidates. Companies are using AI to assess a candidate’s qualities, depending on research to investigate everything from word choice and micro-gestures to psycho-emotional and psycho-passionate qualities. Data is crucial here. AI’s strength is the capacity to go over such information, inspect various factors, and discover patterns that humans might not see. Simply put, this is what’s called “supervised” learning : HR administrators and information researchers together may set up and change factors that ought to be weighted in - in light of characteristics of high performers.
“Traditional v/s Modern”
While we are talking about the changes, there are few myths that are to be broken –
- Their Star May Not Be Your Star –
An employee performing great in a competitor company may not fit into your organization or may not be a great performer for your organization.
- Experience isn’t everything –
Google’s recent internal team survey shows – graduates part of the extracurricular activities outperformed leaders leading these activities. This is really important and to be kept in mind always, because companies need team players more than stars.
- Grit Matters More Than IQ –
Passion and persistence matter more than IQ, social intelligence amongst other things and hence, cognitive hiring is more important than ever.
Breaking the screening bubble –
Imagine, recruiters running into dilemma of attempting to fill a role requiring two years of previous work experience or three? By setting the cutoff at three, the recruiter shrinks the candidate pool taking a generous time trouble off. Be that as it may, you could likewise be passing up a major opportunity for some awesome candidates who just have two years of experience.
When using traditional screening methods, it is difficult to expand this search inconclusively. Recruiters, can thereby offer Talocity’s TxOne-Way interviews to a larger segment and save themselves from missing out on some great candidates.
Recruiters spend 20-40 mins screening candidates. If on average 1 recruiter screens 6 candidates and shortlists 2, that’s almost 3 hours, which he or she could have spent on more productive endeavours.
Talocity’s TxOne-Way video interview let the recruiters to see the responses to questions they would have asked during the screening. Now they can focus their screening time on more targeted candidates. Also, recruiters will be able to replace the 60-90 minutes of face-to-face interaction with Talocity’s TxOne-Way video interviews.
Also, consider the “Campus Hiring” scenario –
- You can only consider students from a few colleges as it is very difficult to scale a campus presence.
- Screening is not consistent. - Recruiters might be screening out future top performers solely because they haven’t visited their career center yet.
- The process is slow. Interviewing college students with irregular schedules is different than interviewing candidates with a steady 9-to-5. Scheduling conflicts can slow the hiring process significantly.
Between YouTube, Facebook Live, Snapchat, and others, video has emerged as the medium of choice for nearly every form of online communication. As of 2017, video content accounted for 82% of internet traffic, up from 73% in 2016. It is up to modern talent acquisition to meet candidates where they are. Video previews, job descriptions, and coworker testimonials are key to engaging today’s candidate: 76% of consumers list video as their preferred medium for consuming brand information.
This puts the impetus on the talent acquisition, to build a brand that students on campus recognize. With Video Job Descriptions, Video Job Previews, Video Company Floor walks shown before Talocity’s TxOne-Way and the same being marketed from the Talocity’s marketing channels, the candidate is able to relate to and better understand as to what is expected of him/her for the role. It also gives the candidate a glimpse into the company’s culture and along with the experience of the potential co-workers, the candidate is able to feel comfortable and see his progression in the company.
Shift from being a messenger to advisor:
Most recruiters and hiring managers have a shorthand way of talking about candidates that develops over time. When a hiring manager and a recruiter have worked together for a time, vague responses like "This candidate was too" or “Candidate was not confident enough" convey the complex evaluation that has taken place.
In the traditional phone screen and in-person interview process, these types of conversations close the feedback loop. The interaction between recruiter and hiring manager is transactional: the recruiter is a messenger between candidate and manager.
When recruiters and hiring mangers watch the same video of a candidate, the bizarre conversation of feedback created exclusively through shared experience is replaced with a universal translator.
Each candidate responds to the exact same question set, and the only difference in the process is their unique response to each question. Recruiters and hiring managers see the same response from the candidate, regardless of time or place. They also have the same opportunity to apply ratings, recommendations, comments, and tags.
Each evaluation is clear feedback on a candidate, and every evaluator can refer back to it when evaluating new candidates. This effectively makes the hiring process more consistent and more connected to the business goals of leaders.
When a video interview is shared, candidates are compared to each other objectively, not in relation to two or three different interviews with different questions and settings. Clearing the noise from the interview process leads to conversations about candidates' actual skills and abilities, rather than vague comparisons.
When recruiters and hiring managers can select talent in a clearer way with more knowledge of who they are selecting and why, everyone becomes more strategic - and hiring can be more closely tied to future success.
With TxOne-Way interviews, the rich information shared in conversations between recruiters and hiring managers becomes even more valuable. It can be shared with HR leaders, other hiring managers, and anyone else inside the organization. It can be used to substantiate past decisions and creates a reference guide for directing future hiring efforts on the basis of past success.
So, ready for the shift?