Your hiring process can always be improved. With continuing advances in artificial intelligence (AI), your process may become even more efficient and effective. Here are three ways you can use AI to improve your hiring process.
1. Virtual Reality
Virtual reality provides a real-time experience for both candidates and hiring managers.
Candidates can virtually tour the office and interact with potential colleagues to learn about company culture, the environment and whether a role may be right for them. Managers save a substantial amount of time by checking out candidates without scheduling, planning or rescheduling interviews. Plus, managers can evaluate candidates’ skills and aptitude through skill-based recruiting games that test curiosity, persistence, lateral thinking and problem-solving ability. Top performers may be fast-tracked through the hiring process.
2. Predictive Analytics
Predictive analytics can assess which qualification requirements and soft skills are most likely to indicate proper job performance over time. Managers can focus on those factors and increase effectiveness in the hiring process. Also, predictive analytics can compare equally qualified candidates with different backgrounds to determine which may be the better hire or more likely to accept a job offer. Additionally, predictive analytics evaluate past data to determine the most successful recruiting methods. Companies can determine how often they should contact candidates and which talent sources typically lead to successful hires in a given role.
Chatbots enhance the candidate experience. They speed up the hiring process by screening candidates, asking and answering questions, and do fact finding to build reports. Chatbots efficiently take on boring, repetitive tasks so recruiters have more time to get to know candidates. Chatbots such as Mya and Olivia may work on text messaging, email, social media, messaging apps, recruitment software and other platforms. Mya engages with candidates through a messaging app, answers questions and records data for the recruiter to quickly create a shortlist of candidates. The recruiter has detailed information about each candidate to discuss during an interview and improve placement. By moving more quickly through the hiring process, candidates retain interest in the role and recruiters have a higher placement success rate.
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