Artificial, but not intelligent
A more scientific approach
to artificial would be to use what is known as the “Turing test.” The idea is simple: You have to ask a
question that the AI or the human answers. If you can’t tell the difference
between the human and the AI, then the AI is said to have passed the test. While some chatbots have
fooled 1 in 3 people during five minute controlled tests, it is fair to say
that no AI to date has passed the Turing test.
Michael Beygelman, CEO of
Joberate, said of AI, “it is artificial but it isn’t intelligent.” We have yet
to create a true AI.
So, what actually is AI and
what can it do? More importantly, why should we care?
Let’s start with this: The
tools that are sold under the artificial intelligence umbrella fall into three
(3) basic categories:
- AI assisted searches; and,
- Automated Assistants.
Chatbots are designed to do
several different things. The first and most obvious is that they interact with
prospective candidates that wish to apply to your company. They engage in what
is called a natural language interaction. The idea is to have the chatbot ask
the questions needed to complete a job application.
This is a much needed update
to our current methods of applying for jobs online. According to Gerry Crispin,
Co-Founder of CareerXroads, companies that have used AI chatbots get conversion
ratios as high as 90 percent. The other things that an AI chatbot can do, that
isn’t as obvious, is that it can screen candidates in near real time.
Once the application is
completed, the AI can engage the candidate and ask if they would like to
interview for the position. The chatbot will then present the candidate with
questions they can answer with text, or in some cases, even create a
The AI will analyze the
answers and even evaluate the video. If the prospect passes the qualifying
questions, the AI can schedule the interview by asking the candidate to select
a time that is available based on the recruiter’s calendar. 70 percent of the
candidates who completed the application also completed the AI interview.
works best when dealing with hundreds of candidates
As Aaron Matos, CEO of
Recruiting.com, explained, clients that have deployed his AI “Olivia” have been
able to eliminate 70 to 80 percent of unqualified candidates before they even
make it to a recruiter.
Artificial intelligence is
more than an old school decision tree. It’s able to “learn” and adapt. Based on
new information and feedback from recruiters, it’s able to improve its matching
and screening. Max Armbruster, CEO of Talkpush, said, “The best value is when
you are dealing with hundreds of candidates.”
intelligence can help eliminate the dreaded resume black hole.
Pim Bemelmans, Director at
XORBOT said, “We are working to eliminate the black hole of recruiting and make
sure that every candidate that applies at least gets reviewed and gets
The second application for
AI is in search. Ninh Tran, COO of Hiretual, said:
“The efficiency of our
sourcing AI is about three-quarters of the best sourcer in the world right now.
You can improve AI to (make it) better than a human, but it becomes
increasingly difficult to get better because there are diminishing returns. The
solution is saving people time. It is supposed to make your life easier. “
AI or augmented search is
here and it is viable. It is going to be most useful to those recruiting in the
IT space, but as more and more digital information becomes available, it will
improve its performance in other areas as well.
A recruiting AI can help you
automate some of your routine work. A company that was using an AI assistant
was able to get the requisition approval process from four (4) days down to 1
minute, 45 seconds.
Scheduling is also something
that the AI assistant is able to help with. Setting up phone screens no longer
needs to take several emails or involve an episode of phone tag. The AI will
allow the candidate to select a time when they are available and schedule
themselves for the interview when you are available.
what is the short term impact of artificial intelligence on recruiting?
The answer: AI is a useful
tool for companies that receive a large number of applicants and genuinely want
to improve the candidate experience.
Yes, AI may bring humanity
back to recruiting
The ability to screen
hundreds of candidates in minutes is new to the industry. Interaction with an
AI has driven conversion rates as high as 90 percent. When a video interview is
offered, over 70 percent of people that had completed an application also
completed a video interview. The AI was then able to stack rank the applicants
for the recruiter to review. Additionally, the AI is available 24/7 to answer
questions that the applicant might have.
Ironically, it may be
artificial intelligence that brings humanity back into recruiting and makes the
resume “black hole” a thing of the past.
For those of you who
struggle to find niche talent, an AI augmented search can be a good tool to
use. At present, it doesn’t help you with outreach so you really need to punch
up your messaging before you will see the results of better searches. That
said, there is an advantage if you have the ability to uncover talent that your
competition might not be able to find.
An AI assistant will be
valuable to those companies that have established processes and do high volume
recruitment. The value is that it can help you take days off your time to fill
rate once someone is already in the funnel.
The value of cutting three
days off time to fill is relatively low for one req, but what if you could take
three days of the time to fill for 1,000 reqs? What would that be worth? Something recruiters need to pay attention
else to consider: Short term, you aren’t out of a job unless
you work in coordination. The tools are really designed at this point the help
us get more hires and better hires in less time. Long term, 80 percent of
recruiters will not be needed, but 20 percent will elevate their game to
decision and strategy and the remainder will go do something else. This is something we are ALL going to have to
pay close attention to.
Here’s one last bit of
advice on the subject from Ninh Tran, COO of Hiretual:
“It is going to be humans
partnering with technology to make things simpler and faster. If you don’t
embrace it that is fine, but if there is a person that wants to keep their
competitive advantage for years to come, becoming a new technology adaptor is
the way to go.”