The Long and Short of What TA Leaders Expect of AI and Automation Vol. 1

The Long and Short of What TA Leaders Expect of AI and Automation Vol. 1

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The Long and Short of What TA Leaders Expect of AI and Automation Vol. 1

Aida Fazylova
Mar 8, 2019 2:06:26 AM

AI is evolving and Talent Acquisition Industry leaders cannot deny its ever-increasing impact. With its rapid development, we decided to reach far and wide to see what people are saying about it. Will it help recruiting efforts? Is automation the end of human interaction? Will any of this matter in a matter of years? Or has AI already integrated so well that we won’t even notice?

The Prompt:

What Talent Acquisition areas will be most impacted by AI by the year 2020? There are several popular areas that repeatedly are mentioned –

1) Diversity and Inclusion in TA (eliminating bias);

2) Workflow Automation of repetitive tasks;

3) Increasing employee engagement and retention by using Predictive Analytics.

How will #AI impact talent acquisition in the next few years? See what the experts say:Tweet This!

On Recruiting and Sourcing

“To expand deeper, I feel the areas most impacted will be candidate sourcing and the CV/Resume. Candidate Sourcing in the context we as TA professionals view it will be completely automated. AI and machine learning will eventually provide everyone with a digital footprint that will include one’s employment history, along with many other items of information pulled from public information… With regulations in EMEA such as GDPR, we can already realize the «collapse of the paper resume.» Despite AI and automation, the art of live conversations will become more critical than ever to win talent.

— Tony Cornett, Senior Talent Acquisition Leader at Cloud Business Group at SAP

Adopting AI in recruitment may have a few advantages. One of them is that it can reduce bias compared to a process based solely on human selection, potentially leading to more diverse hiring. An important consideration is having a careful look at how algorithms (designed by humans) are built. Wisely created AI can help evade the bias trap.

— Maria Lucila Cuello, Talent Acquisition Director at Latin America at Mondelēz International

I would also add college hiring as a potential target area. Those pools can be deep and very similar, but the technology could be structured in such a way to sort the target schools by function, skill set and that could be a huge asset to organizations.

— Chris Smith, HR Business Partner and Talent Acquisition Lead at ConvaTec

Along with the automation these tools also decrease the time to offer/hire which is a huge benefit in the very competitive healthcare arena.

— Phil Pelleriti, Director Talent Acquisition at UNM Hospitals

I believe we in the HR world will be impacted the most by Workflow Automation of Repetitive tasks. I think AI will add to the ability for Initial phone screens and scheduling candidates for face to face interview.

— Anthony Lizano, Director of Talent Acquisition & Compliance at Spirit Airlines

One area that will see more refinement is the communication between those seeking candidates and those seeking jobs. [There is] still a lot that can be performed in this area that will improve and streamline the process… Imagine for example making it more simple to direct email traffic — AI can help alleviate this task immensely — and it wouldn’t be isolated to Staffing niche, this would be applicable to any industry that relies on email as a communication tool.

— Robert Cellich, Talent Acquisition at GENERAL DYNAMICS

One area I predict to be heavily impacted by AI, is the actual process of job search itself. This ties into creating a better candidate experience, as well as using technology to generate more internal and external applicants using AI technology that is personalized to each candidate. Jobs that are a perfect fit will come straight to the candidate, opposed to having the candidate find the job.

— Brent T. Ugol, Executive Analyst at Abbott

I think AI will reform recruiting. The keywords on a resume will no longer be enough to get an applicant noticed. AI will get into many more personal attributes and in doing so look for someone that fits a team not just fill a position.

— Scott Pendleton, PeopleSoft Project Manager and Functional Lead Talent, Acquisition Manager / Candidate Gateway at Pioneer Business Solutions, Inc

I believe that AI will help in sourcing better candidates and help with predictive information; however, there will always be the human element because ultimately humans make decisions.

— Elizabeth (Garcia) Jones, Regional HR Director at Walmart

I would think that the repetitive task aspect would be a big one. Another, which is related, could be high volume recruiting— call center, security guards, and retail. I would also think that using AI to review your report data could be advantageous as well.

— Chris Reed, Director of Talent Acquisition at Americas Company at Laird

I would expect AI to become commonplace in the sourcing phase of recruitment, auto-matching CVs to Job Reqs in an increasingly intelligent and reliable way through machine learning. In addition, I expect automated behavioral assessment to become much more widely used and potentially even being a leading match criteria rather than a «nice-to have» for select roles. This would be enabled by custom-calibration against high performers in key job categories specific to an individual company. Both of these will improve speed, quality, cost-efficiency and diversity.

— Tim Streeter, Global Head of Talent Acquisition at Whirlpool

Artificial Intelligence has the potential to dramatically improve the recruiting process particularly in proactive recruiting and recruitment segmentation. However, it’s greatest risk is in companies deploying artificial intelligence without truly knowing what good looks (behaviours, capabilities, and competencies) in positions.   AI is a tool, and not a process and if used as a tool with direction and intention, it will have tremendous positive impact. If used incorrectly, it could burn down recruiting credibility and the recruitment brand.

— Jimmy Giles, Senior Director, Organization & Talent Development at Whataburger

AI in Talent Acquisition could be an effective option to identify and source talent from diverse backgrounds while simultaneously eliminating the likelihood of unconscious (or conscious) bias. That’s ambitious, my I’m hopeful, since our previous attempts—and ‘regular’ intelligence—has been minimally successful.

— Angel Stewart, Director of Talent Management at The Robert Toigo Foundation

There is a lot of talk of using AI to eliminate bias from the hiring and selection process. This can be useful I suppose, but the algorithm is still man-made so it is hard to tell. At the very least, I am hoping it diversifies the candidate pools and help hiring managers understand the art of pinpointing transferable skills when applicants come from various industries and backgrounds.

— Tiffany Richardson, Deputy Director of Talent Acquisition and Special Projects at NYC Department of Education


At XOR, we help companies eliminate bias from their hiring processes. With the XOR chatbot, conversations with potential candidates are conducted by AI built to be indiscriminate and set with 100+ languages to accommodate any interaction. Currently 60% of applicants drop off from the hiring process when approached with traditional recruiting. Reclaim those applicants with XOR and schedule a demo now.

Tags: AI, Automation, Recruitment

How to Tell It’s Time for an AI Chatbot in Your Recruiting

How to Tell It’s Time for an AI Chatbot in Your Recruiting

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How to Tell It’s Time for an AI Chatbot in Your Recruiting

Aida Fazylova
Aug 6, 2019 10:00:00 PM

For many recruiters, it can be difficult to know when, and how, to implement new AI technology into their outreach and hiring processes. After all, many recruiters are simply used to dealing with the high stress levels and multitasking that comes along with high-volume recruiting. 

When that’s the case, it’s not always easy for a recruiter to recognize how AI technology can be used not only to take away crucial amounts of stress, but also to help them finally eliminate the tedious parts of their job so they can focus on the critical aspects of finding the right candidates for their company. In fact, AI-powered recruitment technology has been proven to significantly reduce the time spent on administrative work and recruit 33% faster, while lowering costs by up to 50%. 

Here are some key ways to understanding if it’s time for you to start considering the implementation of an AI chatbot in your own recruiting efforts:

You need help automating your workflow

Every recruiter — especially high-volume recruiters — knows just how much tedious work goes into their daily schedule. From checking candidate qualifications, scheduling multiple interviews and juggling various calendars, inputting information into different systems, and attempting to give feedback to candidates, it can be challenging to find the time to do the most important part of your job: finding the right fit for the position!

If you find yourself feeling overwhelmed by all of these tasks, and often struggle to find the time to get everything done, it’s probably time for you to consider implementing an AI chatbot. These chatbots can automate all of these tasks and more, eliminating the most tedious and time-consuming duties so you can focus on what really matters. For example, the XOR chatbot has integration capabilities with many major Applicant Tracking Systems (ATS), Candidate Relationship Management (CRM) platforms, and corporate calendar systems, so you no longer have to juggle different calendars and schedules. Plus, it gives instant responses to candidates and automatically screens them, saving you tons of time when it comes to the candidate screening process and scheduling follow-up interviews.

Your candidate pool isn’t diverse enough

Do you ever feel that even though you’re trying hard to find a more diverse pool of candidates for your company, you still somehow end up with the same in-the-box candidates every time? You’re certainly not the only one. Diversity and inclusion in recruitment have become a hot topic recently, as many younger job applicants desire to work at companies with notably diverse environments. 

Automated candidate sourcing is one key way to overcome this issue, and it can be achieved with the help of AI hiring software. By using an AI recruitment chatbot in your initial candidate screening process, you can actually eliminate some of the unconscious biases you may not even know you have. AI can create a profile based on the actual qualifications of successful employees, and be programmed to ignore demographic information about candidates such as sex, race, and age. By simply using an automated, objective process, it’s possible to drastically reduce the scope of human bias. 

Plus, you can use AI to review your current screening and interview questions to eliminate any language that may be deterring some diverse candidates from applying without you even being aware of it. Additionally, the XOR chatbot is able to speak over 100 different languages, further reducing barriers and allowing a more diverse pool of candidates to apply.

You need access to predictive and advanced analytics

Do you often find yourself wondering how to measure the effectiveness of your recruitment and selection process? Do you ever wish there were a way for you to tell ahead of time whether a candidate was truly the right fit for your company? Once again, these are questions that can be answered with the help of AI recruiting software and the predictive and advanced analytics that come with it. 

Many hiring teams are starting to use AI recruitment software as a tool to gauge key metrics, such as new hire performance trends and turnover numbers, that can, in turn, improve their recruitment standards and enhance decision-making. Predictive analytics can also help recruiters measure data from their successful hires and compare it to their candidates to see if the person will be the right fit for the company. These new insights can also help improve employee performance and retention rates in the future.

So far, XOR’s chatbot has helped recruiters screen over 2.5 million applicants with a 99.3% candidate satisfaction rate! If you related to any (or all) of the issues above, it’s definitely time for you to consider implementing the XOR chatbot into your recruitment processes. Contact us today!

Tags: AI, Automation, recruiting help

How AI Can Help Healthcare Recruiters Face the Labor Shortage

How AI Can Help Healthcare Recruiters Face the Labor Shortage

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How AI Can Help Healthcare Recruiters Face the Labor Shortage

Aida Fazylova
Sep 3, 2019 5:20:46 PM

As every healthcare recruiter is already well-aware, the industry is facing a major labor shortage — and this issue isn’t likely to go away anytime soon. The Association of American Medical Colleges (AAMC) released a report which projects a shortage of nearly 105,000 physicians by 2030, including a shortage of between 7,300 and 43,100 for primary care physicians and a shortage of 33,500 to 61,800 for non-primary care specialties. These numbers aren’t exactly promising, especially for healthcare staffing firms that may already be having trouble with their recruitment efforts.

In this blog, we’ll take a look at the factors causing this healthcare talent shortage, and how new AI recruitment software may be able to mitigate the crisis, helping healthcare recruiters breathe a little easier.

What’s Causing the Healthcare Labor Crisis

Many people are curious: How did we get to this point in the first place? As it turns out, there are a few different factors that have led us to this major talent shortage. Firstly, both patients and healthcare professionals are aging rapidly. Baby Boomers, the largest generation ever, are quickly reaching elderly points: The population of Americans aged 65 and older will increase to 55 million by 2020, and 70 million in 2030. Obviously, the elderly population needs more medical attention, and according to the AAMC, “older patients need two to three times as many services, mostly in specialty care, which is where the shortages are particularly severe.”

But it’s not only the patient population that’s growing older: So are our nurses and doctors. It’s estimated that about a third of the nursing workforce will retire in the next 10 to 15 years, and 42 percent of physicians in the US were 55 years old or older in 2016 — which means retirement from the medical profession is certainly on the horizon in the near future. 

There has also been a focus on attempting to subvert the primary care physician shortage, rather than the specialist shortage. In a 2016 survey of over 17,000 physicians conducted by Merritt Hawkins, 80% of specialist physicians said they were already either at capacity or overextended. This is a problem that especially affects healthcare recruiters seeking out specialist talent. From the same study, specialist recruitment increased 7% from 2015 to 2018, and now makes up 74% of the total recruitment activity for PCPs and specialists.

So, how are recruiters handling this increasing talent shortage? Naturally, the answer comes with the help of modern AI recruiting solutions.

How AI Tools Are Aiding Healthcare Recruiters

Healthcare recruiting isn’t the easiest job in the world, but new AI recruitment software is coming to the rescue to make it as simple as possible. For example, the average time-to-fill for a physician is 14 months, and the competition is only getting stiffer as the shortage grows larger — meaning that time-to-fill is going to get even longer. Luckily, AI software can help healthcare recruiters automate and streamline time-consuming tasks to help recruiters focus on the important parts of the job — not the tedious parts. This workflow streamlining and automation can significantly reduce time-to-fill when implemented correctly. 

Additionally, the talent shortage is making competition for top talent fiercer than ever. That’s why many healthcare recruiters are starting to use AI tools to help target and attract the right candidates. For example, AI recruiting technology allows you to outsource the process of job postings and proactive candidate outreach, while the software or AI chatbot takes care of attracting and engaging candidates. The XOR chatbot in particular even schedules an interview with those that pass its AI assessment, eliminating yet another time-consuming task from the recruiter’s day.

Finally, healthcare recruiters who use an AI chatbot to pre-screen candidates are able to reduce or even eliminate hiring bias and find more diverse candidates, making it easier than ever to hire qualified candidates for the job without accidentally losing out on great talent due to subconscious biases. XOR’s AI chatbot, for example, removes two otherwise bias risky steps from the process and replace them with automation: CV screening and phone screening, achieved by training the chatbot on diverse datasets.

XOR uses machine learning techniques to screen resumes, schedule and conduct interviews, notify candidates of other opportunities based on their skills and guide them through the steps. Some early-adopter healthcare staffing firms are already seeing results—they’re accepting more applications, hiring better employees and generally outperforming competitors and reducing bias. Ready to learn more about how XOR’s AI recruitment software can work for your healthcare recruiting team? Contact us today!

Tags: recruiting automation, hiring crisis, recruiting help

Applying the Concept of AI-Assisted Personalized Marketing in Recruitment

Applying the Concept of AI-Assisted Personalized Marketing in Recruitment

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Applying the Concept of AI-Assisted Personalized Marketing in Recruitment

Laura Foster
Sep 17, 2019 6:36:34 PM

Recruitment has become more and more inextricable from marketing practices as employers continue to compete with each other over attracting the best talent. The overarching mindset is that companies have to market themselves to candidates in order to encourage them to apply, which is why you’ll see companies promoting their job and internship openings (as well as the perks that come with their company) not just on LinkedIn and industry sites, but even on social media.

As such, the trends in marketing are starting to reflect those in recruitment. Maryville University note that the digital marketing industry is expected to grow to a whopping $335 billion by 2020, which means that the race for the best digital marketing strategies are on. One of its manifestations is in new technology, as employers are investing in Artificial Intelligence (AI) technology to create a more tailored and marketed reach when it comes to recruitment efforts. Here’s how:

Tailoring your ads 

Audience segmentation has been one of AI’s most important developments. As people continue to use their phones and laptops to shop, connect with friends, and even apply for jobs, Adweek states that all of this data can be pooled to create demographic groups that can help recruiters pick out those most likely to click on their ads. Coupled with machine learning capabilities, AI can profile people in terms of job sites that they visit, other ads that they’ve opened, and even their most used search terms. You should consider tailoring your segmentation to find candidates according to experience, industry, or skills required by the position. In fact, you can even segment your search by competitor to find candidates who fit the position perfectly but are looking for opportunities elsewhere. 

Personalizing your reach 

Once you’ve narrowed down your applicant pool, the next step is to personalize how you reach out to candidates. It’s not just a smaller applicant pool that comes from tailored ads; you can also use the info collected on your applicants to improve how you reach out to them. Business News Daily sees candidate personalization as a crucial aspect of the hiring process, as it requires crafting an online persona of your ideal candidate and pitching a compelling narrative that will appeal to applicants. You can also use this data to improve your company’s overall communication system and craft your social media presence, recruitment ads, and even website copy to create a stronger brand. 

Making the recruitment process fairer

The hiring process is subject to selective and often unconscious bias, which can hamper productivity at best and garner your company a bad reputation at the very worst. Our CEO Aida Fazylova emphasizes the role that AI can play in removing bias from recruitment. AI does this by creating a data pool of all the applicant’s qualifications while simultaneously filtering out any demographic information, such as sex or race that could easily lead to bias in the recruitment process. The AI can also scan skills and qualifications (minus unconscious biases) in order to match applicants to different jobs available, further personalizing your marketing and recruitment efforts.

Indeed, industries across the globe are pushing for diversity thanks to consumers and applicants fighting for their seat at the table — and rightly so. Today’s competitive job market shows that we have to rethink the criteria of what makes a suitable candidate, especially as our previous filters and biases are continuously being proven wrong. 

Tags: recruitment trends, recruiting automation, AI trends

New Research: Recruiters Are Not Aware of Recruiting Chatbots and Their Benefits

New Research: Recruiters Are Not Aware of Recruiting Chatbots and Their Benefits

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New Research: Recruiters Are Not Aware of Recruiting Chatbots and Their Benefits

Aida Fazylova
Oct 15, 2019 11:01:27 PM

Automation affects more new spheres of life and changes many professions. At what point does the idea of automation usually arise? When employees (for example, HR specialists) perform the same routine actions over and over again instead of engaging in more strategic tasks. The HR market is transforming — specialists come to the conclusion that their methods of hiring, adapting and training are no longer as effective as the speed of the modern business world requires them to be. Excel spreadsheets, phone calls, survey questionnaires — all this is a thing of the past.

This is when new IT solutions come to help. Using the chatbot, you can automate every step of HR interaction with candidates and employees and seriously save on internal resources. According to research, 80% of candidates prefer to interact through a messenger instead of a phone call. In fact, about 30% of potential candidates simply ignore those calls. Thus, chatbots are just part of the big process — the digital transformation that all companies in the world are currently experiencing. Recruiting chatbots are responsible for the recruitment process from job postings to scheduling interviews. HR chatbots:

  • provide information on the company’s open positions in the form of active communication with the applicant;
  • sort resumes, extract key information from files, divide candidates according to specified criteria;
  •  conduct an initial candidate screening and schedule interviews with HR specialists;
  •  inform candidates about the status of the interview and send feedback from company representatives.

HR employees perform many routine tasks on a daily basis. Often they do not have time to resolve strategic issues. Chatbots can take on many repetitive tasks. They have many undeniable advantages — they do not forget to respond, they are always available and remember everything they need to get done and do it considerably faster. And if they do not know the answer to the question, then they redirect it to a human specialist.

An objective assessment of the dialogue with the chatbot makes it clear that the company has introduced a technology that does not depend on the availability of the recruiter, the company follows the trends and is very much interested in each candidate. Chatbots allow businesses to increase the loyalty of candidates due to the speed of processing their requests. The virtual recruiter works 24/7. This helps to process applications of candidates who fill out questionnaires in the evening or on weekends.

Chatbots optimize your hiring process to save time and money

Dr. John Sullivan, Silicon Valley HR visionary, believes that companies underestimate this tool. One of the main advantages of chatbots is speed. In traditional hiring, the pace is much slower: it takes several days for a candidate to respond, a recruiter to see the response, call/email and ask clarifying questions, then schedule an interview. With a chatbot, this can be done in a matter of minutes. Chatbots work best for highly competitive vacancies with high turnover.

They are not limited to communicating with candidates — after the pre-screening is completed, the bot provides recruiters with a rating of applicants, weighing various factors based on their resume and communication. This way, chatbots improve candidates’ experience and save a tremendous amount of recruiters’ time. They free up time for better candidate interviews, retention strategies and other more complex and important tasks.

Saving time is not the only benefit of artificial intelligence and chatbots. Companies, especially large, often allocate a lot of money for departments that are engaged in the selection of personnel. If they choose to entrust some of the tasks to artificial intelligence, it will allow businesses to significantly cut their HR costs and increase the value HR specialists bring.

Still doubting whether your business needs a chatbot? Consider the following:

  • More than 47% of HR requests and questions from employees and candidates can be transferred to chatbots.
  • Chatbots can automate up to 75% of the recruiting process.
  • More than two-thirds of individuals note that it is easier for them to communicate with the chatbot than to wait for a response from an HR specialist.
  • Chatbots can save over 20 hours of time spent on sourcing, screening and shortlisting a single candidate.

Conclusion

Employers who implement HR chatbots in their business processes, combined with artificial intelligence and analytics, will stand out in the market and attract the most powerful candidates. If you want to stay ahead of the competition and are thinking about integrating recruiting chatbot into your business, contact our XOR representatives and we will tell you how you can use our service and how your business will benefit from it.

Photo by Austin Distel on Unsplash

Tags: AI, Automation, Ecommerce, 2019 trends, recruiting automation

4 Ways to Provide the Best Candidate Experience Ever

4 Ways to Provide the Best Candidate Experience Ever

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4 Ways to Provide the Best Candidate Experience Ever

Aida Fazylova
Nov 12, 2019 7:17:02 AM

Making a good first impression at a job interview is time-tested advice for every applicant. Yet with unemployment at a 50-year low, a tight job market means employers too must now stand out from the crowd. It’s not enough to just offer a good candidate experience, or even a great one — candidates now expect the best.

Luckily, new tools and processes can make the recruitment process more appealing to your applicants. If you’re looking for ways to widen your candidate pool, increase hiring, and reduce costs, consider these four innovative methods for your next recruitment drive.

Implement Video Interviews

Video maintains an obvious appeal for recruiters. It’s faster than meeting in-person, more holistic than speaking over the phone, and can be done via any laptop or smartphone.

These advantages for employers cross over to candidates as well. In fact, 57% of applicants admit they prefer a video interview over any other type; the ease and accuracy of communication over video just makes sense for both parties.

There are a number of ways to utilize video in your hiring. We recommend implementing video interviews directly with your chatbot, as well as offering a multi-channel approach for engagement: email, text chat, and video can all be part of the process. By the time you reach your in-person interview, you’ll know the candidate well enough to make the right hiring decision.

Automate Candidate Screening

One of the most repetitive processes for a recruiter is screening candidates. While it takes just six seconds for a recruiter to review a resume, sorting through an average of 250 applications can grind the process to a near-halt.

Automation provides a key asset in the recruiter’s arsenal for handling this. AI can sort for key phrases, such as certifications and experience, to reduce the number of applicants down to the very best. Furthermore, FAQ chat support ensures candidates are well-informed and know their prospective job duties.

Once you’ve narrowed your candidate pool, try automatically scheduling interviews to speed the hiring process based on the data you’ve collected. It’s a simple way to collect data and utilize it effectively to make hiring easier for both parties.

Make Diversity a Priority

We’ve previously written about the importance of diversity in hiring, and the point still bears repeating. More diverse companies reap greater profits by as much as 33%. That’s not to mention the ethical good created by a diversity-based hiring mindset — or the fact that most millennials want to work for diverse companies.

What does this mean for recruitment? One way to start is by widening the applicant search. While recruiters may be reticent to implement broader hiring strategies — after all, more applicants means more work — the AI prescreening mentioned in the previous point can be coupled with 24/7 customer service to cross time zones, as well as the 103 languages our chatbots support for easy translation.

Having a diverse workforce means hiring from a variety of backgrounds. By setting up your hiring process to target a wide range of candidates, you’ll not only put your company on a path toward higher profits, but create an atmosphere of inclusion as well.

Opt For Transparency

You may know every single detail about your company, from when and where it was founded to its most recent partnerships. But do your candidates truly have all the information they need to consider applying?

81% of employees greatly appreciate being kept in the loop regarding a hiring decision. One of these awaiting candidates will become your next employee; by keeping them updated, you’re proving your company has direct and open communication. If the candidate feels heard and appreciated before hiring, imagine how much they’ll value being an employee!

Candidates want to have their questions answered promptly and know their applications are being kept active. With a properly implemented chatbot, companies can provide all of this information and more without sacrificing oversight from HR. It’s all meant to provide an A-list candidate experience at a lower cost than ever before. 

If you want to learn more about how XOR’s chatbot helps provide a great candidate experience, contact us today!

Ready to learn more? Get the Complete How-To Guide on Recruitment Chatbots Here

Tags: recruiting trends, recruiting automation, recruiting help