Original article was published on Artificial Intelligence on Medium
In recruitment, you need to be smart and think strategically in order to attract the best candidates for your job openings. But very often we go on our first unconscious assessment and let the gut feel deceive us. The gut feeling is an intuitive process that is based on emotional associations from past situations, past experiences, prejudices and stereotypical conceptions. This means that the stomach feeling is incapable of recruiting, although we as humans think that we are good at quickly assessing people. If you want to recruit successfully, you need to learn how to ransack your gut feeling, reflect on it and how it affects your decision-making ability
We are much more affected by our prejudices and errors of thought than we think. To find the right people and get great teams, you need to know the most common ones that can affect you during the recruitment process. One common mistake is called the Halo effect. It means that if we like something about a person, such as clothes, handshakes or haircuts, we are likely to like everything about that person. The same thing happens if we dislike something, then we dislike everything with the candidate. Another mistake is that we like to do what others do and we follow the group. This means that if the group likes a candidate, you will also like the same person.
Another common mistake we do when we meet candidates, are to confirm our prejudices about their background, education, age, place of birth and the like. Unconsciously we seek for things that we think prove what we already think we know about the person.
If you do not want to be left behind in your recruitment work, you need to keep up to date on what artificial intelligence and machine learning means. An unbiased recruitment process for organizations can both save time and improve the quality. Artificial intelligence recruitment brings some benefits that you can´t find in the conventional recruitment process. It’s unbiased, kills effectively the Halo effect and other common mistakes and are beneficial for both companies and candidates
Methods are also emerging that can help candidates find vacancies faster and more accurately in the jungle of all vacancies. One example is Google’s experiment of ignoring job titles when advertising new services. Instead, the candidate can search directly for what skills are required or fill in, for example, applying for jobs within a certain commuting distance.
One example is Mya, a recruitment robot whose purpose is to ensure that candidates receive responses to their applications via text messages. She engages with the candidates, asks complex questions based on the requirements profile, provides personal updates and provides feedback and suggestions on what the candidates can do as the next step. She answers questions about the employer, the organization’s culture and benefits and the recruitment process. If she lacks an answer, she passes the question to the recruiter. Based on the feedback, she then learns how to respond next time. All data Mya receives is processed and gives a picture of how well the candidate fits into the requirements profile. One of the great things is that Mya automates up to 75% of the recruitment process.
Perhaps the entire recruitment process can be automated in the future. Artificial platforms have already been developed that can conduct entire interviews and then analyze the candidates’ responses and make judgments based on them.
IBM’s artificial intelligence platform Watson can read 800 million pages a second, analyze huge amounts of data and learn from his experience. It is used in self-driving cars, in healthcare to diagnose and treat cancer and to develop new food recipes with flavors that match. Watson has also been used in recruitment, for example to prioritize when hiring, assessing and ranking candidates and communicating around the organization’s brand to specific candidate groups. Watson also provides text analysis services for staff assessments. They are based on the words that an individual chooses to use and Watson analyzes the text that the candidate has written and links it to a personality theory.
Some of the benefits of using Artificial intelligence recruitment are;
· The first reason to choose artificial intelligent recruitment is to save time. Every process will be done digitally and the platform will do automatic screening to find the best candidates.
· Improving the quality of recruitment through job matching, matching candidates according to their skills, knowledge and experience
· Easy and effective recruitment for finding many candidates
· Eliminates the Halo effect and prejudices in the recruitment process
· Saving resources during the recruitment process, less members from HR needs to be involved.
The future of artificial intelligence and machine learning in the recruitment field will no doubt be impressive. As new technologies emerge, better recruitment processes will be developed.
It is possible to draw more and more conclusions that can predict the candidates’ future behavior based on a large amount of data. Researchers have already analyzed the relationship between individuals’ personality and activities on Facebook. Combining data from Facebook with other social platforms and data sources like browser history, artificial intelligence platforms could probably make very accurate predictions. It would also go much faster, be much cheaper and more accurate than all personality tests in the world.