Post by account_disabled on Sept 16, 2023 11:13:58 GMT
Another characteristic of a talent acquisition service is that it uncovers an applicant's soft skills: the ability to learn, work as a team member, and demonstrate creativity and empathy.
For example, Paradox offers bot software called Phone Number List Olivia, which automates hiring at companies such as McDonald's, Speedway, Lowe's, and American Eagle. It is used to Paradox also acquired Traitify, which developed software that evaluates candidates based on five indicators: openness, conscientiousness, extroversion, agreeableness, and neuroticism.
In recruitment platforms, chatbots are commonly used to engage job seekers and ask questions about their interests and skills. In addition, we can present the most suitable employment opportunities to candidates. For example, Phenom's chatbot allows job seekers to explore a variety of markets, including engineering, marketing, sales, data science, and machine learning. Next, (the chatbot) asks, “Are you willing to change jobs?”, “How many years of experience do you have, and what experiences have you had?” Ask questions such as Once the inquiry is completed, the chatbot presents jobs that the candidate can apply for.
Phenom’s chatbot use case ⓒPhenom
Disadvantages of AI Platforms
Alan Bailey, who worked as an HR manager at Intel for 11 years, pointed out that chatbots should not be overly relied on because unintentional bias may be involved in chatbots, which can lead to discrimination during the hiring process. “ChatGPT can streamline the job application process, but it's best used as a complement to existing methods,” said Bailey, who now works at talent acquisition platform SmartRecruiters. Human interaction and relationship building remain important. And don’t forget to be mindful of potential risks and take steps to mitigate them.”
ChatGPT and other AI-based tools can only provide candidates with pre-written responses, which may not accurately reflect a candidate's unique skills, personality, and communication abilities. “The human touch is very important in the hiring process, and it’s best not to lose it,” Bailey said.
Summers agrees, saying, “Rather than AI eliminating more candidates, the ideal is to use AI to bring more candidates into the pipeline. He also said, “AI should help mitigate human bias when vetting and selecting talent, and should not deepen bias.” “In interview analysis, when it comes to women, people of color, and people whose first language is not English, untrained AI can misread faces and voices and make incorrect decisions about qualified applicants,” he said.
However, Forrester's own survey data shows an overall positive response to AI's impact on businesses. Of all survey respondents, 74% said AI had a positive impact, while 25% said it was neutral.
Meanwhile, Summers warned that the regulatory environment for companies providing AI for recruiting and HR is heating up. These regulations seek to protect applicants and employees from potentially harmful or biased practices. For example, the OECD said there are more than 800 policies related to AI around the world.
HR must also address the skills and trust gaps related to AI. According to Summers, in 2021, only 19% of HR leaders said they trusted their team’s AI capabilities.
Additionally, to protect applicants and employees, companies must improve their technologies for AI management, establish ethical and responsible AI guidelines and resources for employees and broader stakeholders, and review their ecosystem for ethical and responsible AI practices. . “The good news is that 80% of all survey respondents reported that they are very good at observing and evaluating their data and data products for responsible AI, compliance and protection,” Summers added.
For example, Paradox offers bot software called Phone Number List Olivia, which automates hiring at companies such as McDonald's, Speedway, Lowe's, and American Eagle. It is used to Paradox also acquired Traitify, which developed software that evaluates candidates based on five indicators: openness, conscientiousness, extroversion, agreeableness, and neuroticism.
In recruitment platforms, chatbots are commonly used to engage job seekers and ask questions about their interests and skills. In addition, we can present the most suitable employment opportunities to candidates. For example, Phenom's chatbot allows job seekers to explore a variety of markets, including engineering, marketing, sales, data science, and machine learning. Next, (the chatbot) asks, “Are you willing to change jobs?”, “How many years of experience do you have, and what experiences have you had?” Ask questions such as Once the inquiry is completed, the chatbot presents jobs that the candidate can apply for.
Phenom’s chatbot use case ⓒPhenom
Disadvantages of AI Platforms
Alan Bailey, who worked as an HR manager at Intel for 11 years, pointed out that chatbots should not be overly relied on because unintentional bias may be involved in chatbots, which can lead to discrimination during the hiring process. “ChatGPT can streamline the job application process, but it's best used as a complement to existing methods,” said Bailey, who now works at talent acquisition platform SmartRecruiters. Human interaction and relationship building remain important. And don’t forget to be mindful of potential risks and take steps to mitigate them.”
ChatGPT and other AI-based tools can only provide candidates with pre-written responses, which may not accurately reflect a candidate's unique skills, personality, and communication abilities. “The human touch is very important in the hiring process, and it’s best not to lose it,” Bailey said.
Summers agrees, saying, “Rather than AI eliminating more candidates, the ideal is to use AI to bring more candidates into the pipeline. He also said, “AI should help mitigate human bias when vetting and selecting talent, and should not deepen bias.” “In interview analysis, when it comes to women, people of color, and people whose first language is not English, untrained AI can misread faces and voices and make incorrect decisions about qualified applicants,” he said.
However, Forrester's own survey data shows an overall positive response to AI's impact on businesses. Of all survey respondents, 74% said AI had a positive impact, while 25% said it was neutral.
Meanwhile, Summers warned that the regulatory environment for companies providing AI for recruiting and HR is heating up. These regulations seek to protect applicants and employees from potentially harmful or biased practices. For example, the OECD said there are more than 800 policies related to AI around the world.
HR must also address the skills and trust gaps related to AI. According to Summers, in 2021, only 19% of HR leaders said they trusted their team’s AI capabilities.
Additionally, to protect applicants and employees, companies must improve their technologies for AI management, establish ethical and responsible AI guidelines and resources for employees and broader stakeholders, and review their ecosystem for ethical and responsible AI practices. . “The good news is that 80% of all survey respondents reported that they are very good at observing and evaluating their data and data products for responsible AI, compliance and protection,” Summers added.