In 1928, William Richards and Alan Reffell were angry. George VI (the then Duke of York) had to open the Exhibition of the Society of Model Engineers at London’s Royal Horticultural Hall but canceled. So, they built Eric, one of the first humanoids who stood up, bowed to the audience, and delivered the opening address of four minutes.
Digitization, automation, and machine learning became better in the next century. Here is what Yoshua Bengio, the recipient of the ACM A. M. Turing Award (read Nobel Prize of Computing) in 2018, says:
“I do really believe that creativity is computational…It is something we understand the principles behind. So, it’s only a matter of having…neural nets or models that are smarter. That understand the world better.”
Machine learning algorithms are getting better and more useful. Look around you, machines are directly impacting us – humans. And this is also impacting the human resources function. When PeopleSoft released the first completely HR-centered system in 1987, they didn’t know they were changing the years to follow.
But today I am talking about a focused area of that – the automated candidate screening process and its advantages.
Here's what you will learn
Data-driven candidate assessment is gaining interest. Why?
Simple. Because it is scalable and more systematic. Think about it, how often do you have to find the assignment file and send it to the candidate manually by typing their email address? Or how often do you think you are wasting your time? Would you like to automate all this and be at peace?
That is why candidate screening tools and data-driven assessments are gaining popularity.
For years, researchers and businesses have struggled with one question – how to make candidate screening better and faster? And it seems that we have the answer now in the form of AI and machine learning. So, I am sure that you are now convinced to throw the boring and traditional paper-based screening process out of the window and run it over with your car.
But is automation really necessary? Should you move ahead to redefine the “human” of the human resource? Here is what Eliyahu Goldratt, former Israeli business management guru puts it:
“Automation is good, so long as you know exactly where to put the machine.”Eliyahu Goldratt
So, where do you begin? Let me guide you.
Getting started with candidate screening: the AI touch
Let’s admit it, screening is a challenging task. You know it, I know it, and it is time that the world knows it. It is not easy to sit in front of a computer and go through poorly formatted 3-page documents 50 times a day and then judge who will be the best fit for the job.
I know that recruiters, hiring managers, and business owners like you waste a lot of valuable time parsing through resumes. And the frustration when some of them are irrelevant to the job posting. Aarrgh.
But ever since artificial intelligence entered the recruitment industry, it has reshaped the recruitment process. Here are some step-by-step advantages of an automated candidate screening process to get you started.
Bye-bye traditional practices
In traditional hiring, resume screening is a manual process, but the digital method has been exploring AI technology in more than one way. For example, fastening the job application process, automated resume screening, and faster job search. Automated resume screening reduces the hiring process by up to 30-40%; and lately, recruiters have been using this technology to ease out the hiring process.
No chances of error
A resume is a narrative description of a candidate and their job application. Therefore, it’s important that all the information mentioned in the received application is duly checked and cross-checked by the recruiting executive. However, there are chances that the applicant has mentioned some ambiguous information, not relevant to the job posting. In such cases, the AI technology can upskill a recruiter by doing this heavy-lifting task.
Only the best-suited candidates reach recruiters
Using automated software for resume screening saves you from rummaging through piles of emails or job applications from unqualified candidates. The software screens the resume and matches the recruiter’s requirement with the information shared by the candidate. This means you’ll end up receiving a match rate of up to 90%. This way you escape the awkward situation i.e. rejecting candidates.
Machine meets psychology
In the First World War, recruitment was only based on direct forms of measurement. You know, like height or weight. But now we are living in a society far off from any World War (hopefully) where psychological tools like questionnaires and role-playing exercises are often used to assess candidates.
The objective is to see how intelligent a candidate is because can fake credits and achievements on paper. Also, you want to check the personality of the candidate for the role. You do not want someone who gets as white as a sheet at the first sign of trouble to become your firm’s AVP or something.
Using AI-based hiring, you can systematically gather and quantify the data from the candidates. Pushing them through psychometrics, you can interpret the data into meaningful conclusions. Had you been doing this manually, it would be full of mistakes and headaches. But the AI system is built to handle complexity and challenges.
Takes a bullet for you
In gangster films, police dramas, military stories, and similar genres, taking a bullet for your partner is shown as the highest form of loyalty and reliability. This is the same feeling that you would get while using an AI-based system for the candidate screening process.
Whenever you are assessing a candidate, chances are you are running them on an assignment. But someone has to evaluate the assignment, right? But it is said that to err is human. But do you want to leave the fate of your business and the opportunity to grow on mistakes? Probably not.
With an automated system, you get the reliability that the system will not make a mistake (unless you do). The AI-based system can predict how well the candidate aligns with the business objectives and how reliable he/she will be to get the job done. Further, using talent analytics in your HR functions, you can even predict who is contributing to the business performance and to what extent.
Candidate screening is tough. And it is important. But there are some tools that are making life easier for recruiters and business owners like yourself. With automated systems, you get faster, reliable, and accurate results.
In the words of Jamie Dimon, Chief Executive Officer of JPMorgan Chase:
“Most decisions are not binary, and there are usually better answers waiting to be found if you do the analysis and involve the right people.”
In this case, I am just saying that it is difficult to find the right people for the analysis of a candidate’s fit to your job so why not become the right person yourself using an AI-based system?
Editor’s Note: Originally published 12 March 2019, 01:44 PM, updated 24 December 2020