7 Things to Know about the Role of Robots in Recruitment

With that in mind, we’ve rounded up seven things you should definitely know about automated recruitment tools, AI, and job interviews.

Counterintuitively, AI is actually meant to make the job search process more ‘human’ If you’re concerned that the use of robots is going to make looking for a job a cold and impersonal endeavor, you’ll be happy to know that AI, in fact, has the potential to greatly improve the candidate experience.

Thanks to machine learning, the capabilities of AI software improve exponentially as data is gathered, so it’s only getting more intelligent with time.

AI-powered software isn’t just analyzing your interview answers Tools like HireVue, which uses complex algorithms to screen video interviews, are capable of assessing much more than just the words in your responses.

With that in mind, we’ve rounded up seven things you should definitely know about automated recruitment tools, AI, and job interviews.

As more recruiting functions are automated, you need to make extra sure that you include the right keywords, avoid shorthand in texts, and complete form sections correctly . . . or risk being screened right out.

The next time you interview, you may be talking to a robot While intelligent software has predominantly been used to automate screening, there’ve been a number of developments in the world of AI and job interviews too.

Another major benefit of this trend is that it can make hiring much more fair and inclusive by minimizing the effects of human bias.

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

Plus, since AI does a lot of the grunt work for recruiters, it frees them up to spend more time building meaningful relationships with applicants.

Automated tools are now also adept at assessing culture fit, personality, and more abstract soft skills.

AI-powered software isn’t just analyzing your interview answers Tools like HireVue, which uses complex algorithms to screen video interviews, are capable of assessing much more than just the words in your responses.

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

As one of the top tech trends in HR at the moment, AI is already being used by hundreds of major companies to scour job sites, scan resumes, schedule interviews, and engage with applicants.

Automated software is intelligent, but it’s not fool-proof As impressive as AI is, it’s still not human, so if you use obscure language or submit an application with formatting issues, it’s not going to fill in the gaps or make allowances for you like a human might (if they’re nice).

As one of the top tech trends in HR at the moment, AI is already being used by hundreds of major companies to scour job sites, scan resumes, schedule interviews, and engage with applicants.

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

Recruiters everywhere are turning to advanced software to save themselves heaps of time and to make better candidate selections, driven by data.

Thanks to machine learning, the capabilities of AI software improve exponentially as data is gathered, so it’s only getting more intelligent with time.

Innovations like Vera, a lifelike Russian robot with impressive conversational skills, mean that the next time you engage in an initial phone or video interview, the ‘person’ on the other side of the line or screen might actually be an artificial being.

Plus, if you’re lying or faking enthusiasm, there’s a good chance the bots will pick this up.

Another major benefit of this trend is that it can make hiring much more fair and inclusive by minimizing the effects of human bias.

Innovations like Vera, a lifelike Russian robot with impressive conversational skills, mean that the next time you engage in an initial phone or video interview, the ‘person’ on the other side of the line or screen might actually be an artificial being.

So, don’t relax just because you’re engaging with a machine – continue to use proper grammar, present yourself professionally, and put your best foot forward.

Naturally, not receiving human feedback during an interview can be quite off-putting, so prepare yourself mentally for that.

Recruiters everywhere are turning to advanced software to save themselves heaps of time and to make better candidate selections, driven by data.

Plus, since AI does a lot of the grunt work for recruiters, it frees them up to spend more time building meaningful relationships with applicants.

So, if you’ve been approached as a passive candidate or shortlisted for a role you’d like, there’s a good chance you have a machine to thank.

Think about it: whereas previously your emails and queries would have probably disappeared into a vast void, now there’s always someone (or should we say, somebot) available to engage with you and respond to your messages.

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

Innovations like Vera, a lifelike Russian robot with impressive conversational skills, mean that the next time you engage in an initial phone or video interview, the ‘person’ on the other side of the line or screen might actually be an artificial being.

So, if you’ve been approached as a passive candidate or shortlisted for a role you’d like, there’s a good chance you have a machine to thank.

Well, for one, it means if you’re on the hunt for a new position in 2018, it’s well worth improving your understanding of how intelligent tech might impact you and your quest for work.

Think about it: whereas previously your emails and queries would have probably disappeared into a vast void, now there’s always someone (or should we say, somebot) available to engage with you and respond to your messages.

Automated software is intelligent, but it’s not fool-proof As impressive as AI is, it’s still not human, so if you use obscure language or submit an application with formatting issues, it’s not going to fill in the gaps or make allowances for you like a human might (if they’re nice).

Well, for one, it means if you’re on the hunt for a new position in 2018, it’s well worth improving your understanding of how intelligent tech might impact you and your quest for work.

Automated software is intelligent, but it’s not fool-proof As impressive as AI is, it’s still not human, so if you use obscure language or submit an application with formatting issues, it’s not going to fill in the gaps or make allowances for you like a human might (if they’re nice).

As more recruiting functions are automated, you need to make extra sure that you include the right keywords, avoid shorthand in texts, and complete form sections correctly . . . or risk being screened right out.

At the end of the day, a human being is still going to have the final word If you think that the rise of robots means you’ll never have to sit through an awkward discussion with a human hiring manager again, you’ve got it all wrong.

Automated tools are now also adept at assessing culture fit, personality, and more abstract soft skills.

As one of the top tech trends in HR at the moment, AI is already being used by hundreds of major companies to scour job sites, scan resumes, schedule interviews, and engage with applicants.

Counterintuitively, AI is actually meant to make the job search process more ‘human’ If you’re concerned that the use of robots is going to make looking for a job a cold and impersonal endeavor, you’ll be happy to know that AI, in fact, has the potential to greatly improve the candidate experience.

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

You’ve undoubtedly heard the talk: artificial intelligence (AI) – the stuff of Spielberg-esque sci-fi films – is quickly transforming the way we live, and that includes how we’re screened and hired too.

Sign up here to receive weekly updates from Career Enlightenment, and never miss another powerful job searching tip!

Counterintuitively, AI is actually meant to make the job search process more ‘human’ If you’re concerned that the use of robots is going to make looking for a job a cold and impersonal endeavor, you’ll be happy to know that AI, in fact, has the potential to greatly improve the candidate experience.

Automated software is intelligent, but it’s not fool-proof As impressive as AI is, it’s still not human, so if you use obscure language or submit an application with formatting issues, it’s not going to fill in the gaps or make allowances for you like a human might (if they’re nice).

This particular software can evaluate 15 000 different attributes, including subtle dimensions like micro-facial expressions, frequency of blinking, and motivation to determine how well you’d do in a role.

Vodafone, Unilever, Ford, and Marriott International are just a few of the large corporations that rely, in some measure, on AI to source and screen job-seekers.

That said, it’s not going to make landing your dream job any easier You might think it’d be easier to impress a machine than a person, but that’s just not true – this is some seriously smart tech with a nuanced grasp of what employers are looking for.

Plus, if you’re lying or faking enthusiasm, there’s a good chance the bots will pick this up.

AI is being used to make initial selections and narrow down large pools of talent, but shortlisted candidates are still passed on to recruiters for consideration and further interviewing.

AI-powered software isn’t just analyzing your interview answers Tools like HireVue, which uses complex algorithms to screen video interviews, are capable of assessing much more than just the words in your responses.

As more recruiting functions are automated, you need to make extra sure that you include the right keywords, avoid shorthand in texts, and complete form sections correctly . . . or risk being screened right out.