• CogniCor

Automating Your Interview Process with AI

AI’s ascent as a powerful company asset has impacted the workplace in a number of ways. Conversational AI is now a welcomed addition to HR processes in giving employees a seamless experience throughout their tenure. Smoother processes, from onboarding to training periods, make the work a lot more efficient through things like interactive assistants and automated submissions. Now, AI is being adopted as a necessary component to the recruitment and interview process and a LinkedIn survey found that 67% of hiring managers and recruiters claimed that AI saved them valuable time.

Here’s how:

Resume screening and application management

Sifting through resumes can be a time-consuming task. AI automates the process by analyzing millions of social profiles and the resumes themselves. Predictive analytics prioritizes the resumes that are most relevant to the job. Taking into consideration all of these profiles, it gets a good sense of the candidate from the primary submission of documents. AI technology sorts and analyzes this information and pre-selects the best candidates, preparing HR professionals for the interview stage.

Finding the best fit

It's not enough to just trim the herd and shrink your selection pool -- you also want to find the candidates that won't just stay in your company long-term but also potentially flourish into management roles in the future. A discussion on Marcus about using AI at work highlights how UnitedHealth Group has created an algorithm to identify leadership qualities among its employees. This helps them identify early-career employees who may be suited for leadership roles. A similar algorithm could be used in recruitment to determine ideal candidates from a large pool of employees. Quality hiring can be achieved with the help of better matching, leaving both parties satisfied. Unilever found that if interviews are conducted through video calls, AI can also conduct biometric and psychometric analysis to analyze the candidate’s voice, energy, pace, expressions, body language, and even the quality of answers to determine suitability.

Conducting background checks

Some AI tools are being used to determine if certain candidates could be threats to the company, especially since remote working is catching on as a trend. This technology analyzes a potential employee––his or her ethics and honesty in particular––and whether this means that they will be able to represent the organization well. Billy Williams of Archegos Coaching says that these background checks are extremely pertinent for service companies such as Uber or Airbnb that must also prioritize the safety of their stakeholders.

Making it fair for all

Traditionally, perfecting your resume with a careful choice of words, an esteemed educational background, and strong connections was an almost guaranteed way to get the job. While these resumes were the ones to stand out from the pile, this is no longer the case. AI now helps recruiters see past pedigree and embellishments, and chief technology officer of AI firm HireVue Loren Larsen says that it also helps correct unconscious human biases. Typically, these are also against ethnicity, age, and gender. This type of technology allows companies to identify the right candidates through a merit-based approach among a more diverse pool of applicants.

While AI has yet to fully take over recruitment processes, its current role as a complement to human resources has done more than ever before. It may be time to consider automating recruitment with AI.

Written by Charlotte Mitchell for