Tesla, Accenture, LinkedIn, and many major companies are going beyond using resumes to identify candidates adding a neuroscience-based and how likely they are to succeed.
The average job receives 250 applications, yet the candidate chosen by the company fails 30-50% of the time.
Automated artificial intelligence systems can look through resumes faster than a human can and flag the ones that might be of interest. AI takes all the data stored in resumes, staffing agency databases, online job boards, and social media to help shortlist the most fitting applicants. It determines which candidates will be best suited for the job without knowing where they live or determining how old they are. What’s more, AI can also help unearth passive candidates, widening the talent pool.
For example, ‘Helena’ by Woo is an AI-powered alternative to Siri — it specializes in engaging passive candidates, an often-overlooked segment. A year-old entrant to the HR technology segment, Woo is a marketplace that matches employers and possible employees – without the intervention of either. Hiring teams have data pouring in from a variety of sources. In a fully digital HR ecosystem, it is difficult to process and analyze all these disparate data streams. An AI-based candidate screening software can easily integrate with existing HR platforms, from HRIS to ATS systems, or even onboarding and offboarding tools.
Traditional interviews are not the most effective ways to access candidates. In the year 2018, with the help of new interviewing tools and platforms, it would be possible for recruiters to assess a candidate’s overall skills and capabilities in much lesser time.
They are working with Pymetrics, a company that has distilled what used to be a 4-hour, academic process of evaluating a person’s cognitive and emotional capabilities into a 30-minute game-playing scenario. Candidates are asked to complete brain tasks (like puzzles or quizzes) and then AI comes up with measurements of things like the person’s problem-solving skills, ability to multitask and level of altruism (concern for the welfare of others) with the results measured against their own top employees.
Even if a company doesn’t use Pymetrics, the trend in hiring seems to be finding someone who’s “hungry” and someone who’s going to do whatever it takes to excel. The magic word is hungry (Not went to Harvard.) Watch how they do it: https://www.youtube.com/watch?v=Aimj2wNHNA8. Questions typically have nothing to do with past experience, and everything to do with hunger. With unemployment at record lows, the competition for top talent has literally never been greater so companies are finding that they need to be contrarian in their hiring practices – finding and empowering the non-obvious candidates. Along with creative and critical thinking tests, candidates are asked a set of questions that are tied to an AI -powered algorithm. The types of questions include:
- What did your parents do for work?
- What do you believe about the world that other people don’t?
- Who paid for your college education?
- What has been your biggest failure in life?
- Why do you want to join a team where the hours are longer and the pay is lower than a big company?
While some look like “normal” interview questions, it’s worth looking at, for example, the one about college. If you put yourself through college, what does that say about you? Well, a lot. You had to balance school with work, so you learned how to manage your time as a young adult. You probably had to work when other people were partying, which means you know how to delay gratification.
Essentially the questions are designed to elicit the answers to that critical question: How hungry are you? Hungry people are driven to succeed. They want to move up, move forward, move things along. They stay late not to look good, but because they want to nail it. They tend to make things at your company far more efficient, because they’re constantly thinking about what’s not working and how they can improve it. Hungry people inspire those around them, because they bring a kind of relentless enthusiasm to the table.
4 Ways AI Is Changing the Candidate Search & Interviewing Process.
- It will sharpen the job posting process – How do you ensure the right candidates see your company’s job postings? Artificial intelligence has the answer, suing predictive analytics. Software scans job postings (and the job postings of competitors) and analyzes them based on language patterns and structure. The findings will help companies write stronger job descriptions by identifying what differentiates underperforming job posts from successful ones.
- Video interviews are becoming more prominent for hiring – The number of companies that use video interviews in their hiring processes are getting more common. As more companies adopt facial and speech recognition technology for this purpose, the video interview will become an even more crucial part you getting selected for a job.
- Monitoring speech patterns, facial tics, and body language – technology will be able to measure personality traits, stress levels and confidence.
Many people apply for jobs—and continue to work jobs—that don’t necessarily match up with what they want to do.
By providing employers with more details about prospective hires, AI could enable businesses to tweak jobs to fit talented people or recommend positions that might suit a person’s career interests.
As Steve Jobs once said in a commencement speech at Stanford University ” stay hungry, stay foolish”. AI is about to open the world of work to a new way of matching candidates in some amazing ways.