Improve Talent Screening with the Right Combination of AI and Video Communication

HR CPaaS

Today, finding the right person for a position is getting more challenging than ever. This has become a critical issue, with many high-growth industries facing shortage of talent globally.

With a greater willingness to switch industries and roles, and an ease of applying for jobs through the Internet, the new generation of workforce is deluging recruiters with applications and resumes, many of them marginally qualified with questionable skillsets.

According to Criteria Pre-Employment Testing’s research, up to 78% of resumes are misleading and as many as 46% contain actual falsehoods. As a result, many organisations end up hiring the wrong people for their openings.

Technology has been a mainstay in talent recruitment since a decade ago. Then, many organisations invested in applicant tracking systems (ATS) as the core platform to help list, catalogue, manage, and track candidates. While this helps to reduce the huge administrative burden, it does not help alleviate the task of finding the right talent from a huge applicant pool.

Revolutionising recruitment with Emotion AI, Gamification, and Live Video

Recently, a new set of tools and cognitive solutions have come to the forefront, promising to significantly streamline the application process and enhance the talent search and identification process.

Innovative organisations are now embedding machine learning, natural language processing and emotion AI capabilities right within the recruitment platform. Some are also beginning to employ simulations and gaming to connect with talent, particularly millennials, and analyse whether candidates are suitable in a given role.

These solutions, when paired together with Live Video, can bring a great deal of efficiency in nearly every step of the recruitment journey – from crafting the perfect job descriptions, scheduling interviews, answering queries, conducting video interviews and  performing initial applicant screenings. AI-enabled video interviews could also minimise some of the unintentional human bias. By utilising facial recognition, emotion analysis and neuroscience technologies, organisations can make recruitment more scientific, scalable, and effective.

Here is an example of an all-digital recruiting process using forefront technology to optimise talent acquisition:

Step 1 : First round of selection through Gamification

Selected candidates start off spending a quarter of an hour playing on a series of neuroscience-based video games which test their ability to focus, memorise, solve problems and more. Their results are compared with the rest of the candidates and the ones selected, will thereafter proceed to a video recording.

Step 2 : Shorten process with One-way AI-enabled video recording

Organisations can utilise Smart Video, paired with AI capabilities to provide an automated and smart layer of candidate screening without the presence of the interviewer. This one-way video interview will require shortlisted candidates to log on to the recruitment portal and respond to the dynamic preset questions. AI technology, then captures movements to assess the candidate’s mood and traits.

Emotion AI can also track key behavioural indicators such the candidate’s eye contact, voice, and body language. This helps to pick up red flags that suggest the candidate was consulting a friend or doing an on-the-spot online search for answers to the interview questions.

Step 3 : Get unbias view of candidate’s suitability with smart video Interview

The data from both the above steps is collected and reviewed, and a score is generated to reflect the candidates’ suitability for the job. Selected candidates will go for a formal virtual interview with the interviewer via a video call from the comfort of their homes. During the interview, AI can study body language patterns in realtime – candidate’s gestures, facial expressions, and changes in postures – to give the interviewer an accurate and unbiased picture of a candidate’s personality and EQ make-up.

Shortlisted candidates will then make their way for a face to face interview.

 

The above is just one example of how AI together with Video can optimise talent hunting. Alternatively, chatbots could also be implemented on the company’s job website. Once a candidate applies for a position, the chatbot can initiate a conversation by asking questions where the candidate will be video recorded. Once the conversation is complete, the chatbots are able to evaluate the suitability of the candidate for the listed position based on the answers and the candidates’ voice, body language and facial sentiment analysis.

Creating a better candidate experience

Globalisation has resulted in a dynamic workforce that is spreading across the globe. Automated online screening and video interviews can not only help recruiters effectively manage remote hiring, but it also saves candidates from taking time off and traveling for a preliminary screening interview. In addition, live video capabilities can work alongside with chatbot, within the recruitment platform, to bring the candidate “face-to-face” with recruiters. This helps recruiters build a positive and personal relationship with candidates early in the selection process.

While AI has already brought waves of innovation to the recruitment space, the integration of AI with powerful video communication technologies through the use of CPaaS platforms is the next frontier. By marrying these two capabilities, organisations can remove the huge administrative burden in recruitment and be empowered to make smart hiring decisions in an increasingly challenging talent marketplace.

 


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