Q&A: HPE global talent exec credits AI, chatbots for bolstering hiring

In August, Tony Zavala was hired as an AI language specialist to improve the performance of Pi, a conversational chatbot developed by unicorn startup, Inflection. But Zavala, who previously worked as a computational linguist at LinkedIn, wasn’t looking for a job. He was discovered and recruited thanks to an AI agent built by San Francisco-based startup Moonhub. However, a poor chatbot experience can reflect negatively on the company and HR department. For example, a job candidate who interacts with a company chatbot that has not received the proper training may become frustrated if the chatbot is unable to answer the candidate’s questions. “If you’re thinking about adding a chatbot to your careers site, look at another industry that does a really good job with chatbots and see what they do, and write down notes on how you could improve your chatbot experience,” she said.

LinkedIn Learning’s AI-powered coaching, meanwhile, intends to offer real-time advice and tailored content recommendations that are personalized for members based on their jobs, goals and skills. The tool is starting out with two of the most in-demand skills that apply across many jobs — leadership and management. As part of the experience, learners can ask a question such as, “How can I delegate tasks and responsibility effectively? ” and the tool will ask additional questions about the specific situation to offer targeted advice, examples and feedback rather than provide a generic answer. It screens passive job applicants online through social media and recruitment platforms, analyzing their profiles according to predefined job descriptions. The search engine recognizes the meaning of the searched content and performs a web-based search to match candidates’ profiles based on semantic annotations of job postings and profiles (Hmoud and Laszlo, 2019).

Job Interviews Face an Uncertain Future in the Age of AI

With Xor’s backend tools, hiring managers can build dialogue flows code-free — using a visual design tool — and schedule SMS reminders about upcoming interviews. Lavonne Monroe, who joined HPE’s human resources group at the beginning of the COVID-19 pandemic in 2020, is vice president of global talent acquisition and onboarding. Over the past year or so, her team has been leveraging AI and chatbots to create a customized career site that offers job prospects and current employees experiences tailored to their unique career paths. McDonald’s Corporate continues to evolve and optimize McHire by adding new features and functionalities. Currently in its pilot phase, McDonald’s corporate-owned restaurants are using an integration with Traitify as a screening tool within McHire. Traitify is a picture-based personality assessment, in which candidates click through pictures to indicate whether they can relate to them.

When a job candidate is handled efficiently and effectively the process becomes a brand-builder for the candidate, improving quality of hire. Ambitious job seekers will not put up with (or wait for) a messy, confusing hiring process. So not only is the process faster and more efficient, the quality of hire goes up. After Dottie was up and running, Mueller fielded so many calls about the chatbot from other Domino’s franchisees that she bought booth space at the pizza chain’s annual worldwide rally in 2018 to share what she’d learned. Since then, more than 60 other Domino’s franchisees have begun using TextRecruit, which today is owned by iCIMS, a talent acquisition software vendor that acquired it in early 2018. Some of them are using chatbot characters that Mueller designed when she dreamed up Dottie.

Recent research indicates 68% of organisations have increased their use of AI tools in the recruitment process. To help HR professionals and recruiters save time, IRIS has integrated new GenAI functionality into its recruitment software Networx – boosting productivity for more than 400 businesses. Aaron’s vision was to transform the candidate experience, revolutionizing the way candidates apply to jobs.

Software Sucks, but It Doesn’t Have To

Everyone knows that the tech industry has a diversity problem, but attempts to rectify these imbalances have been disappointingly slow. Though some firms have blamed the “pipeline problem,” much of the slowness stems from recruiting. Hiring is an extremely complex, high-volume process, where human recruiters—with their all-too-human biases—ferret out the best candidates for a role.

Many companies are responding by adopting a holistic approach to employee well-being and focusing on factors such as work-life balance, mental health support, physical wellness programs, and a supportive, inclusive work culture. For example, diversity and inclusion and employee wellbeing continue to be critical issues, while the popularity of analytics in HR is spreading to talent acquisition as well. Companies must also focus on candidate experience or risk losing candidates. Scheduling multiple interviews and dealing with several schedules is also easier with video technology.

You can foun additiona information about ai customer service and artificial intelligence and NLP. It’s unlikely chat-to-apply bots are a perfect solution for every company, for every potential job that needs to be filled. At the next level, chat-to-apply can identify which candidates are most likely going to be good fits as they’re applying, and schedule an interview, or even offer them an instant interview with a live person. On the one hand, today’s NLP models are more than capable of assessing answers to pre-written questions and can complete more screenings in less time.

ClearCompany clients will also gain access to insights including which candidates applied through the Virtual Recruiter. The number of job applicants in the sector fell by about 40 percent last year, said Al Smith, the chief technology officer of iCIMS, a recruiting platform used by companies such as Target, Dick’s Sporting Goods and Foot Locker. Last year, the company got an average of 23 job applications for one retail job on its platform. Even though the AI could conceivably give candidates something of a cheat code to foil applicant tracking systems, HR pros told us they aren’t worried about ethical dilemmas that might arise from using the assistant to potentially game the system. Myriad concerns hang over the wider discussion of AI and its use in the workplace—but don’t expect the technology to completely supplant human interaction between candidate and employer in the interview process.

Traditional screening and selection that depends on human intervention to evaluate candidate information is the most expensive and discouraging hiring process (Hmoud and Laszlo, 2019). Artificial intelligence can accelerate the hiring procedure, produce an outstanding candidate experience, and reduce costs (Johansson and Herranen, 2019). It can bring job information to applicants faster, allowing them to make informed decisions about their interests early in the hiring process.

The point is, it does happen, especially when doing millions of customers’ inquiries, some aren’t as good as you’d like them to be. We made the announcement to say the consequence of us launching the technology is we need the equivalent of 700 fewer full-time agents than what we usually use on an average basis. Shortly after deployment, McDonald’s People Team and Paradox held postdeployment calls with the regional corporate field HR teams in the United States to gather information ahead of time on what was working well, and what wasn’t.

• XOR AI Recruiter is more of an automated service than a purchasable product.
• AI is only as good as the data that powers it—data that’s generated by messy, disappointing, bias-filled humans.
• Discover how Dice can help you streamline job postings and find top tech candidates faster with our AI-driven job matching tools.
• “We know AI isn’t perfect, but we have to use it as there’s pressure from the higher-ups,” said a recruiter in a Fortune 500 firm who spoke on the condition of anonymity to candidly discuss his company’s hiring process.
• McDonald’s, the American quick-service restaurant company, is the world’s largest restaurant chain by revenue and undisputedly one of the most well-known brands worldwide.
• Because of this high usage, companies need to consider these job boards in their mobile recruitment strategy as more people continue to job search from their smartphones.

Many job seekers are looking for employers who align with their personal values and offer a fulfilling work experience, and some candidates may be looking for remote work options or career development opportunities. In addition, online employer review platforms make it easier for candidates to learn about a company’s culture and working conditions. Attracting candidates through advertising helps companies reach potential candidates. Businesses should treat job candidates like customers and reach out to them on the platforms where they spend their time. Recruiters should also consider passive candidates that are not actively searching for a job but may be interested if they saw the right opportunity. Verified applicant data is essential because one out of three people lie on their resumes, according to a survey by ResumeLab.

Data availability

As with recruitment communications, managers must always review AI-generated communication before sending it to ensure AI didn’t add any errors. HR staff should review the FAQ document to make sure the AI isn’t providing employees with incorrect information. However, automatically assigning courses may lead to a long list of courses for an employee to sort through, which could negatively affect employee experience.

(“artificial intelligence” and “hiring discrimination”), (“algorithms” and “recruitment discrimination”), (artificial intelligence” and “recruitment discrimination”), and (“algorithms” and “hiring discrimination”). SCOPUS, Google Scholar, and Web of Science are three well-known search engines ChatGPT App frequently used by the academic community and meet the criteria for technology-related topics in this review. WOS is used as a starting point for high-quality peer-reviewed scholarly articles. The study selected these three databases, used search engines, and maintained ten years.

One candidate said she was given a series of questions on the screen with 60 seconds to respond, but there was no interaction beyond that. Another said they received a phone call where the chatbot introduced itself as a human would, and the applicant didn’t even realize it was a robot until later in the call. Virtual Recruiter revolutionizes candidate engagement and recruiting efficiency with 24/7 availability, job application assistance, candidate screening, and interview self-scheduling.

Through this review, we have created an overarching conceptual framework to visualize how AI and AI-based technologies impact recruitment. Discrimination in the labor market is defined by the ILO’s Convention 111, which encompasses any unfavorable treatment based on race, ethnicity, color, and gender that undermines employment equality (Ruwanpura, 2008). Economist Samuelson (1952) offers a similar definition, indicating chatbot recruiting that discrimination involves differential treatment based on personal characteristics, such as ethnic origin, gender, skin color, and age. TARA, part of the winter 2015 Y Combinator batch, uses algorithms and searches GitHub pages to hire freelance software developers. Tara is a chatbot that conversationally requests essential information including diagnosis, cancer type, mutation and treatment history.

The recruitment chatbots that L’Oréal uses are being adapted to handle multiple languages. English was the first, and French-speaking chatbots are now being deployed. German and Spanish are next on tap, and Mandarin is expected early next year.

HR staff should also review the text to make sure it’s correct and meets the company’s needs. HRMorning, part of the SuccessFuel Network, provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day’s headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business. Even at the corporate level, most private security departments are relatively small, and there is a high degree of movement between organiza…

• The continual ingestion of new records requires that the vendor assist with ongoing data curation and algorithm checks to guard against drifts into irrelevancy or inaccuracy.
• After determining the best sites, the automated marketing enables companies to schedule ads, watch impressions and track expenses.
• Here’s how generative AI has already changed recruiting, how it’s evolving, and which AI applications recruiters can start adopting now.
• Its platform integrates with solutions from companies such as Oracle and SAP SuccessFactors.
• When biases exist in algorithmic data, AI may replicate these prejudices in its decision-making, a mistake known as algorithmic bias (Jackson, 2021).

To meet this growing demand for mobile use, companies need to ensure their websites are optimized for mobile search — including their career pages with job postings. Mobile-friendly websites do not have to be exact copies of the desktop version and should include content stacked vertically to make more readable, quick navigation options and a click-to-call option. By using the right recruiting technologies, companies can stand out and fill jobs with qualified candidates.

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“We know AI isn’t perfect, but we have to use it as there’s pressure from the higher-ups,” said a recruiter in a Fortune 500 firm who spoke on the condition of anonymity to candidly discuss his company’s hiring process. The product category of HireVue and AllyO is “talent engagement,” Parker said. These products sit on top of applicant tracking systems, such as those from Workday or iCIMS, he said. In terms of the effectiveness of chatbot recruiting technology, “I think it does its job,” McMullen said. “I don’t think the expectations are very high on the part of the applicant.” Reducing the amount of chatbots can be helpful, and if leaders determine multiple chatbots are necessary, employees should receive training about which chatbot applies for each situation.

This approach narrows Mya’s opportunity to learn prejudices in the manner of Tay—a chatbot that was released into the wilds by Microsoft last year and quickly became racist, thanks to trolls. This approach doesn’t eradicate bias, though, since any pre-approved data reflects the inclinations and preferences of the people selecting. Founded in 2012, San Francisco-based Mya Systems has raised a total of $11.4 to date — the $3 million seed round raised in 2012 converted into this round, wrote Grayevsky. The startup will use the new capital to hire additional machine learning engineers and data scientists, increasing its team to 20 employees by this summer. Mya Systems, formerly known as FirstJob, today announced funding of $11.4 million to further develop its recruiter chatbot, which uses artificial intelligence (AI) to automate outreach and communication with job candidates.

That doesn’t necessarily need to be AI-powered, he added, and can be added as a widget to a company’s career website. UNV’s new Unified Volunteering Platform will replace several older volunteer recruitment and management applications. While UVP users will enjoy a number of major policy, process and system improvements, one innovation we are working on is the strategic utilization of Artificial Intelligence (AI). One retailer trimmed the time it takes to screen and schedule job applicants to just seven minutes. “The AI here plays the role of adviser, making recommendations but leaving the final decisions up to the humans running the decision,” Nadendla said in an email. “Because the system has built-in machine learning, it can analyze how those recommendations are used over time to make continually better ones.”

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AI is only as good as the data that powers it—data that’s generated by messy, disappointing, bias-filled humans. “We focus mainly on communication and engagement, and our customers only do in-house recruitment. The target customers are large enterprises with Jobpal offering the product as a managed service. Uber was required to provide transparency in how it used automation to make decisions to workers affected by them, but the company argued that in doing so, it’d be compromising trade secrets. For Merrington, the long-term viability of conversational AI is predicated on its ability to evolve alongside user habits.

Moonhub’s AI recruiter is trained on a database of more than 1 billion public profiles sourced from a range of sites including LinkedIn, Upwork, GitHub, Google Scholar, Overflow, StackOverflow and Twitter. The company used its in-house large language models as well as those developed by OpenAI, Cohere and Anthropic to create its own conversational recruiting agent. While AI’s candidate ranking capabilities may also save recruiters time, judging resumes only on keywords may result in promising candidates ranking lower than they should if they didn’t add the right keywords to their resume. Recruiters must also always consider the potential problem of AI bias in hiring, with the Equal Employment Opportunity Commission working with companies and HR software vendors to share information about the issue. Most recruitment platforms use AI to automatically rank candidates based on keywords in their resume and automatically match existing candidates to new job postings. These capabilities can save recruiters time since they won’t have to look up the existing candidates.

However, according to Robert Half, 42% of résumés they receive are from candidates who don’t meet the job requirements. Fourthly, intrinsic factors like personality and IQ, as well as extrinsic factors like gender and nationality, have been observed to influence the accurate identification and judgment of AI systems concerning hiring discrimination. Firstly, AI-driven hiring applications impact various aspects, such as reviewing applicant profiles online, analyzing applicant information, scoring assessments based on hiring criteria, and generating preliminary rankings automatically. The study is based on Grounded Theory and qualitative analysis of interview data.

In terms of candidate experience, conversational AI may soon be able to conduct virtual interviews, which can remove the burden of high volumes of early interviews from recruiters and allow them to concentrate on strong-fit talent. As we mentioned before, conversational AI solutions may be able to react in real-time during ChatGPT interviews and show empathy. And post-interview, conversational AI could measure candidate performance and provide assessments to recruiters so they can make the best choice on whom to move forward with. Conversational AI could also be able to use certain criteria to help quickly filter out ineligible candidates.

Olivia can also schedule large events, onboarding sessions, seasonal hiring and orientation, and manage registration and reminders. To a certain extent, AI-based recruiting products are more similar than different. A buyer is likely able to successfully source, engage, screen, hire and onboard job candidates with almost any of the popular systems, and most provide personalization capabilities, chatbots and sophisticated content creation tools. AI provides the ability to search more widely across many more sources of candidates than humans have time for, creating talent pools that are more diverse. AI can match and rank candidates to requisitions in an instant as well as search the employee population for internal candidates.

Or there’s Beauty.AI, an AI that used facial and age recognition algorithms to select the most attractive person from an array of submitted photos. Sadly, it exhibited a strong preference for light-skinned, light-haired entrants. While a few recruitment chatbots that are closer to what Jobpal is offering include the likes of Ideal, Brazen and Xor, to name three.

How a candidate looks tends to matter more than it should – the beautiful always do better, even when the job involves data input or working for radio. People also tend to give jobs to those most similar to them in terms of background, gender, age and race (there are now attempts to train recruiters out of this, but biases are hard to shift). When recruiters aim to find someone who is a “cultural fit” for their workplace, this is often what they are doing, consciously or not.