By Tammy Cohen, PHR, SHRM-CP
TechCrunch predicted that the information age brought on by the World Wide Web is coming to an end and now we’re entering the “experience age.” As new technology develops, transforming the ways we search, source, qualify, engage, assess, and background screen candidates, recruitment becomes the space where the “information age” and the “experience age” converge.
Recruiters are not only expected to find the best candidate; they are also responsible for the overall “applicant experience.” The applicant experience is the integration of an organization’s people and systems over the duration of a job hunt. A good candidate experience stays with an applicant even if they aren’t selected for employment. And if an applicant doesn’t choose to take the job offer, a good candidate experience keeps the door open for employment in the future.
For every company, from small to mid-sized businesses all the way to global corporations, the candidate experience begins in the talent attraction and sourcing phases, before the first question on the application is even started. Not only is AI changing the way we work, it’s now changing the way we attract top talent.
Identity-Blind Resume Analysis
“Most interviews are a waste of time because 99.4% of the time is spent trying to confirm whatever impression the interviewer formed in the first 10 seconds,” says Laszlo Bock, Google’s former HR Chief.
Utilizing AI to its full potential allows recruiters to identify the best candidates quickly, communicate with them, and get to an interview much more quickly than traditional automated processes.
Talent Sonar’s machine-learning algorithms improve gender diversity and overcome unconscious bias with identity-blind resume review. Their system analyzes and rewrites job descriptions that are gender neutral, creating structured interviews and then masking applicants’ names, genders, and personal identifiers. Recruiters can now be safe from unintentional gender bias, and candidates will all have an equal opportunity based on their skills and experience levels.
Angela Duckworth of the University of Pennsylvania studied salespeople to determine who would endure and succeed. Social intelligence, appearance, IQ, and health were not the common thread; it was passion and persistence. Now, candidates who might be disqualified immediately—such as those who didn’t go to college or didn’t have the grades—have a higher chance of making their way closer to the top.
Streamlined Candidate Journey
Growing up, my father would give me a stern look and say, “children are a reflection of their parents.” That was my message to behave and represent him and my mother well. Now recruiters are a reflection of their brands, and in the age of technology, candidates expect an easy process from start to finish.
Incorporating AI into the recruitment process will remedy the long wait times after submitting a resume or application. AI will quickly identify the best candidates and notify those that don’t meet the hiring requirements so they can be politely informed within hours rather than days or weeks. Modern candidates no longer have to guess or wonder, persistently calling the recruiter to determine at what stage they are in the process. Now, systems provide a progress report written in the terms that most resonate with the applicant.
Personal Time: The Greatest Candidate Experience
AI will streamline the process for recruiters and inevitably improve the candidate experience. Still, genuine personal time is ultimately the greatest candidate experience of all. Whether it occurs over the phone, via Skype, or face to face, having a real person dedicate one-on-one time, despite the sea of computer forms and emails notices, creates a human relationship with an applicant. While AI modernizes the process, applicants will value and appreciate the personal and quality time.
If you know of any new AI innovation in HR, please message me. InfoMart’s ASAP ID streamlines the onboarding experience to simplify the process for both your company and your candidates. Stop by booth 205 at the KNOW Identity Conference in Washington D.C., March 26th to the 28th, to learn more.