How Artificial Intelligence Impacts the Candidate Experience

July 26, 2018    |    3.5 minutes read

Modern Hire

Artificial intelligence is changing a lot about the way we work and live in the modern world, including the way TA teams hire and the candidate experience. Not everyone agrees on how to use AI in hiring though, especially when it influences the way people interact. For TA professionals, the challenge is selecting and implementing AI technologies that enhance their candidate experience while navigating around potential risk. Discover how artificial intelligence impacts the candidate experience.

The Disappearing Line Between Candidates and Consumers

Leading organizations have been using AI for years to enhance the customer experience. As consumers, we’ve come to expect digital interaction with companies that is fast, transparent and easy. As candidates increasingly rely on prior consumer experiences as they assess potential employers, they’ve come to want that modern experience in the hiring process, too. AI-driven hiring technologies like some video interviewing software can help TA teams meet these expectations, increase efficiency and improve the candidate experience. With these changes, many TA teams are left wondering how artificial intelligence impacts the candidate experience.

Where Job Candidates May Experience AI Tech

Recruiters are using AI technologies at every stage of the hiring cycle. Here are some of the points in the process where candidates may experience it:

  • Viewing job profiles: AI-assisted technology is helping recruiters create stronger job postings that have less gender and racial bias in their content.
  • Invites to on-demand text interviews: Candidates may be invited to complete a brief interview by text that gathers basic qualification information and is facilitated by a chatbot, enabling them to engage with a potential employer sooner and with ease.
  • Scheduling an interview: Virtual assistants use natural language processing to set up an interview time quickly and easily for candidates.
  • Job assessments: Some employers use AI-driven assessments to predict job performance – another data point to be used in hiring decision-making.
  • Status updates: Candidates may receive updates on their hiring status, get guidance on next steps, and get answers to their questions about the company using AI technologies.
3 TA Metrics Influenced by AI

The advantages of AI go beyond enhancing the candidate experience. AI hiring technologies can help TA teams improve key metrics:

Speed to Hire

AI-enabled technologies automate tasks like scheduling and facilitate text interviews to help recruiters narrow their talent pool more efficiently. Faster speed to hire is also an advantage from the candidate’s perspective.

Decrease Interview to Hire Ratio

AI technologies enable recruiters to zero in on qualified candidates more quickly, and provide a stronger shortlist to hiring managers, even under extreme time pressure.

Increase Offer Acceptance Rate

By making time for recruiters to develop more meaningful candidate relationships, hiring technologies that leverage AI contribute to a better offer acceptance rate. 

Is Artificial Intelligence Recruiting Widely Accepted?

Beyond how artificial intelligence impacts the candidate experience, recent research with large-enterprise organizations suggests TA leaders are cautiously optimistic about the advantages of artificial intelligence for hiring. Fifty percent of TA leaders at the director level and above who participated in the research agreed that AI is widely accepted as a concept in recruiting. Just under half (46%) said they’ve considered AI to automate the recruiting process.

What are the Risks of AI for Hiring?

Many AI technologies are still in early stages, so the primary risk for TA leaders is implementing a solution that is not yet proven. One example is AI-driven facial recognition software, which compares candidates’ word choice, pitch and tone to a profile of the ideal candidate. There’s still a lot of debate about the effectiveness of this technology for hiring purposes.

One strategy for avoiding this pitfall is to choose AI tech that is designed to help recruiters by reducing the amount of their day they spend on administrative tasks, like scheduling interviews. Another key is to assess AI technology from the candidate’s perspective. Is it designed to be candidate-centric? Is there data on candidates’ satisfaction with their experience using it? Answers to these questions can help you decide if your candidate experience will be enhanced through its use.

How Could AI Change the Role of Recruiters?

According to 2017 research, 49% of recruiters have a positive attitude when it comes to automation/AI with respect to their own jobs, while only 7% believe it will make their jobs worse. Recruiters may see that other departments across the enterprise are using AI to reduce or remove tasks, not to eliminate jobs. From this perspective, AI is changing the role of recruiters for the positive. It frees their time to focus on more strategic, high-ROI work. It also can provide more opportunities to do the work that originally attracted them to the role – building meaningful relationships with their candidates.

AI, Onboarding and Retention

Some companies are using AI technologies to keep new hires engaged between job acceptance and their first day of work. In some industries such as healthcare, there’s higher risk in this interval for new hires to be influenced by a competitor’s offer. AI technologies are complementing existing onboarding processes by answering new hires’ questions and providing guidance throughout the process. Artificial intelligence impacts the candidate experience at every stage of the process.

Further Resources on How Artificial Intelligence Impacts the Candidate Experience

If you’d like to find out more as you plan your strategy to introduce AI, download Getting a Handle on Artificial Intelligence in Hiring. Learn how to identify AI technologies that can drive smarter decision-making and closer engagement with today’s candidates.