Can Artificial Intelligence eradicate the “stranded in an airport” test?
This all-too-common method of evaluating job candidates has interviewers judging them by how much, or little, they’d enjoy being stranded in an airport with them.
If they have a lot in common, there’s a very good chance the candidate will get an offer of employment.
Artificial Intelligence, or AI, however, seeks to eliminate this bias by assisting recruiters in the sourcing and screening process. It saves recruiters both time and money by automatically filtering candidates in or out by various criteria that look beyond typical screening methods—such as resumés—and include the use of things like interactive assessments, psychological profiles and predictive analytics to improve hiring outcomes.
AI is a relatively new tool for human resources professionals but according to a recent Deloitte Human Capital Trends report, 38 percent of them use it today and 62 percent are planning to by the end of the year.
Companies still rely on a human’s ability to think critically and understand context when making a hiring decision.The attractiveness of online matching shouldn’t come as a surprise. After all, people have been using technology on the dating scene for years to connect—using algorithms to find people who meet specific criteria.
When applied to talent sourcing, AI is being used to enhance and speed up the hiring process by allowing recruiters and hiring managers in the early stages of a job search to target and identify candidates from a vast talent pool. They can look beyond a resumé—which is just one data point—and access information from various sources that give them deeper, broader insight.
However, AI isn’t meant to replace humans in the hiring process. Companies still rely on personal one-on-one conversations and a human’s ability to think critically and understand context when making a hiring decision.
Making the best hire is critical. A failure can be a very costly mistake, resulting in additional recruiting and training costs, lost productivity and missed opportunities. The combination of data-human interaction is leading to better hiring decisions and candidates who are a better fit.
Those who get out in front of this growing trend will benefit by landing interviews and jobs that are better suited to their career goals.
So, how can you impress a recruiter that relies on data and not human interaction? You can start by making sure you have a strong online presence, such as an up-to-date LinkedIn page. Research suggests that more than half of employers won’t consider you if they can’t find you online. With the use of AI, they may be evaluating not just your skills and experience, but the words you use and the tone of your posts, as well as facial expressions and body language, to assess for certain qualities.
Experts recommend actively engaging with people in your field via social media as another way to differentiate yourself when computer software is evaluating you.
While we’ll still need to continue to submit resumes and applications online—for the foreseeable future, anyway—keep in mind that recruiting continues to evolve. Companies are using technology in more sophisticated ways to create a more holistic profile of candidates that’s so much more than just a resumé.