Applying for a job at an organization and receiving no feedback as an applicant, or failing to hire a suitable candidate even after interviewing hundreds of them? These are two of the most common problems we consistently see in the hiring process around the globe and across all industries. Whether you are an applicant or a recruiter, all of you at some point in time must have faced these issues. Today with this article we will discuss the role of Conversational AI in solving these issues and improving the hiring process. But before we begin, let’s understand what Conversational AI is.
Conversation AI refers to technologies like chatbots or virtual agents, which end users can talk. They use a large amount of data, machine learning, and natural language processing to help imitate human interactions. Apple’s Siri, Google Assistant, Amazon’s Alexa, and Microsoft’s Cortana, etc are some of the best examples of the use of Conversational AI in everyday life.
Coming back to the hiring process, there are a lot of problems that our current hiring process faces. Some of them are as follows:
With these problems on the rise, the use of Conversational AI becomes more important than ever. Conversational AI helps us reduce the impact of the above problems significantly and improve the candidate experience.
- Thanks to its fast and uniform nature, conversational chatbots become the first line of screening for candidates, providing them an engaging experience as well as helping the recruiters filter out the candidates to focus on the top talents. This eventually results in a faster hiring process and better-quality hires.
- With this increased automation, the overall cost of the hiring process also goes down significantly making the organization’s hiring process a scalable and cost-effective way of hiring the top talents.
- The use of Machine Learning and NLP enables Conversational AI to remove unnecessary bias from an applicant’s profile making the overall process more transparent and fairer.
It helps create a common ground for judging all the applicants irrespective of their alma mater, gender, or grades. A common phenomenon that most recruiters face is follow-up emails from the applicants regarding their applications. Even this problem can be effectively solved by Conversational chatbots. We can train chatbots to help candidates solve their basic queries saving the recruiter’s time.
With all its benefits, Conversational AI still has some small obstacles it needs to tackle before it can bring a change in the hiring industry. The lack of human touch while screening, the high dependence on historical data, and the chances of unwanted candidates fooling the AI are some of the concerns that need to be addressed. Also, the initial cost of implementation might be a point of concern for many organizations.
Once these problems are addressed, Conversational AI offers a plethora of opportunities to organizations who are looking to bring a revolution in their hiring process.