2018-03-20 14:55:40HiringEnglishExplore artificial intelligence as a way to ensure you hire the right employees for the job. AI software can assist in the initial...https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/03/Human-Resources-Manager-Interviews-A-Candidate-Selected-Using-AI.jpghttps://quickbooks.intuit.com/ca/resources/hiring/artificial-intelligence-human-resources/Are Resumes Becoming Passe? Using Artificial Intelligence in Hiring

Are Resumes Becoming Passe? Using Artificial Intelligence in Hiring

4 min read

Has sorting through a stack of resumes that all read the same got you down? If so, you’re not alone. Hiring managers across Canada face the same dilemma as they try to fill vacancies. The good news is that the same artificial intelligence that has revolutionized so many industries is beginning to change how companies hire new employees. To take your company to the next level, consider how AI software can make your hiring process easier, and more importantly, help you choose the right applicants for the job.

Why Resumes May No Longer Work

One of the reasons resumes don’t work when it comes to hiring the right people for your open positions is that many of them say the same thing. And, it’s fairly common for applicants, especially early on in their careers, to pad their resumes. As the person in charge of hiring, you might enjoy interviewing someone with an exaggerated resume, but you won’t know they aren’t really qualified for a job until you bring them on board.

Here’s another compelling reason resumes are being seen as passe. All people have biases due to no fault of their own. Those biases influence how they judge certain information such as a person’s name, age, gender, ethnicity, address, where they went to school, and even which companies they’ve worked for in the past. So when a recruiter reads through someone’s resume, they might choose to invite or not invite them to an interview based on biases that have little to do with their actual qualifications for a job. These are just some of the reasons more recruiters are recognizing that to bring truly qualified people into their companies, the standard, template-formatted resume may not be the way to go.

The Almost Perfect HR Assistant

AI applications for HR have the power to make your recruiting process run faster and more smoothly than it would be when run by people. AI software used for recruiting employees comes in various flavors that all add up to one or several applications increasing the likelihood of hiring people well suited to fill vacancies in your company. Some of the really essential things AI software can do for you include:

Being the First Point of Contact

Like marketing, the hiring process says a lot about your company and your brand. Getting it right has the power to make or break your reputation. Given these realities, you should aim to make a good first impression with job seekers, even if you don’t end up hiring them. With job searching mostly taking place online, your HR staff doesn’t need an actual person with nice voice to answer phone calls and give out paper job applications. Instead, the same natural-language chatbot that you might use for customer service can be that first friendly contact a job applicant has with your company.

Helping Applicants Choose the Right Job

AI applications can do things like send job seekers vacancy announcements, lists of open positions they’re qualified for, and application links. It can also answer basic questions about your company like your location, phone number, web address, and hours of operation. And this is neat — you might use AI software that asks prospective job applicants about their experience like “How many years of HTML experience do you have?” or “Can you work part-time?” Getting these questions answered early on narrows the applicants who make the best fit for your job vacancies.

Job Candidate Engagement

Job applicants really don’t like being ignored. With your busy schedule, though, it’s almost impossible to get back to everyone as soon as you’d like to. To keep applicants happy, your AI software can send regular updates about their job application status. Applicant engagement can serve your company well, so it’s worth doing. Even if you don’t choose someone for an interview, they’ll be satisfied that you didn’t ignore them during those anxious few days after sending off a job application.

You can use AI applications to shepherd job seekers through the job application process, too. It can, for example, send reminders to make sure applicants send all the relevant documentation for the job — say professional certifications and test scores — and update applicant files as they’re completed. And from there, your AI software can let you know which applicants you should consider, the ones who appear to be the most qualified.

Getting Interviews on the Calendar

Don’t have time to check your stacked calendar to see if you can interview an applicant next Thursday? AI software can actually check your digital calendar and schedule interviews at a times that are convenient for you and the applicant. The same AI application can also send automated and friendly sounding interview reminders to your job applicants.

Advanced Matchmaking

Here’s where AI software really gets really interesting. Companies like Plum and Beamery have created AI tools for advanced candidate screening to help recruiters understand if applicants are truly qualified for their vacancies. In video interviews, AI applications can screen applicants for things like facial expressions, eye movement and tone of voice to analyze their suitability for a job. These are things that humans usually don’t pick up on during job interviews because of their natural biases.

The idea here is that even though AI applications can’t completely eliminate bias recruiting new employees, it can reduce it. The main purpose of bringing AI software into your human resources process should be to hire employees truly qualified for jobs and who fit well into your company’s culture.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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