According to HR tech expert Soumyasanto Sen, there are three distinct phases on your HR team’s journey towards applying AI: automation, augmentation and amplification.
Within my area of expertise, talent acquisition, I’d like to focus on the all-important first step. Automation provides the most opportunity for HR and talent acquisition teams today since the technology is easier to implement than machine learning or full AI.
Technology can automate many processes within talent acquisition. Here is a (non-exhaustive) list of many of the most common uses of automation in talent acquisition today:
There are two ways of sourcing candidates and automation plays a part in both
– Matching technologies identify relevant candidates based on keywords you’re searching for. You can tell matching tools what you’re looking for and they will then report back almost instantly, with a list of candidates who precisely match that criteria. Smarter tools like HireTual and Pocket Recruiter may interpret what you’ve requested and use machine learning to suggest candidates, based on synonyms and other intelligent search criteria they have learned over time
– Automation tools like Candidate.ID identify for you potential candidates based on their motivation, as opposed to a precise fit. For example, if you already have a large candidate database of software engineers, Candidate.ID will allow you to automatically rank them according to their real-time interest in your organisation. It does this by tracking and scoring each candidate’s interactions with your online assets. This allows you to substantially reduce the time-to-shortlist using your existing candidate database.
– A product like People.Camp allows you to segment your candidates and serve each a personalised message to alert them of a role. Take a look at the website. This product is full of automation features.
– Programmatic advertising products like VONQ from Holland will help you spend your advertising budget wisely based on understanding which channels will provide you with the optimum return online, both in terms of employer branding and in targeting specific candidates for vacancies.
– Chatbots like JobPal, RoboRecruiter and Recruitment Bot will automatically answer candidate’s questions at your careers site based on what you’ve told it to say. Some of the most sophisticated have been in the market for two years or more and have built up a hell of a lot of answers. This is machine learning at its best. They can also be used for assessment, in the case of a product like Mya
– Candidate.ID (I know, again), automatically understands each candidate’s preferences for receiving content, including days of the week, times of the day, channels, formats and specific content subjects. Do note, this is automation and not machine learning so you do need to tell it what journeys you want to lead candidates on in advance, but machine learning is scheduled to appear within Candidate.ID in 2019.
Cronofy is a product already embedded in many of HR’s favourite applicant tracking systems and candidate relationship management products. Quite simply, it takes the hassle out of synchronising diaries and saves recruiters a heck of a lot of time.
There are many AI-driven technology products addressing candidate assessment but two of my favourites are:
– The slightly spooky Russian start-up Robot Vera, which finds, contacts and undertakes telephone assessments with candidates – and only then tells the recruiter who to talk with 1:1.
– Intervyo, an Israeli online assessment product, which reads candidates’ facial expressions, and assesses their speech. This product even claims to be able to measure the depths of the human soul!