Time to bust some of those common recruiter myths around AI systems!
Posted recently (1/15/2019)
You read it on the groups and forums, you hear the worries from colleagues and you're convinced that AI systems are a waste of money. Well, it's myth bustin' time because PEOPLE ARE NEEDLESSLY FREAKING OUT when they should be embracing new services to help make their lives easier and more productive.
Here are the top 5 AI misconceptions and why you really need try an AI automation system to believe it (plus a bonus testimonial at the end!):
1. AI Systems will automate my work and put me out of job. BUSTED!
Think of your daily grind in trying to find the right people for your organization. Stacks of resumes (or if you have an ATS, many hours trying to tweak overly complex queries), hours wasted getting on the phone with people that you shouldn't have even started a conversation with in the first place. Reducing this time by using AI is not going to eliminate your job because you could be dedicating that saved time to SIGNIFICANTLY more valuable activities
- think of it this way: how much time do you currently have to sit down and build meaningful relationships with your business partners - None?
. Time to think of new candidate pool strategies to increase workplace diversity? Haha, yeah right
. How about helping to increase brand awareness both with True Talent candidates as well as new onboarded employees to invest in their positivity and longer-term engagement? I wish...
Well these activities are certainly within reach; it's all about using new services to help you work smarter
How many times have you been in a situation where your recommended candidate pool was just "meh". Sure, it happens to the best of us, but as a hiring manager, I can tell you it's so annoying to be presented with a list of potential new teammates that I immediately question how they would really be successful and grow within the organization. I would prefer to just wait for a decent set of prospects or allow my recruiters to explore other channels to draw in potential true talent. Thankfully, the newest AI solutions out there help you as a recruiter become more efficient (and thus valuable to the organization) as well as helps your hiring managers quickly bring in strong key players to help the organization grow quickly.
2. AI Systems sound so unnatural like robots. Bee-Boop-Bop BUSTED!
I hear it all the time. "Oh, well I don't want people to hear a voice like (Insert favorite old-timey, cult-classic robot movie here)". Times have changed, my friends, and the newest version of speech synthesis is both more natural and warmer than ever before - many times indistinguishable from you or me. You really have to listen to believe it. Now before you object with the "Well, it will take me less time if I just recorded it myself" line, know that recording audio manually can be quite time-consuming with re-records, audio processing, uploading and more while it only takes a few minutes using text-to-speech AI systems
. The resulting audio is crisp, clear and consistent for which candidates to interact. I would definitely recommend listening to an audio demonstration before making final judgements.
3. I am faster doing it "the old fashion" way. BUSTED!
I get it, many people on this planet dont...like...change, however claiming to be faster manually reviewing resumes and calling each and every candidate is just plain ludicrous
. Horses were the best way to get around until cars, typewriters were the best way to create content before computers and the list goes on. In that I was able to quickly save tens of hours of work for a single hour of my time using AI should be enough evidence that these systems are here to enable us all be more productive. Thankfully, many of the flexible solutions on the market can move and grow at the pace that you're comfortable. For example, if automatic scoring is too progressive for your organization, you can start with having all the completed and transcribed interviews ready for your review. With time comes new technology and ways for you to work smarter - don't be afraid to embrace change to help you succeed more easily. As I was once told by a wise mentor, "Trying to take everything on yourself is foolish, don't be afraid to leverage others to accomplish a multitude more!"
Just to bring the point home, let's do a quick math exercise:
* You have 5 roles
that you're looking for this month.
* Each role has roughly 200 candidates
that have submitted their resume/applications. (1 minute review per resume/application)
* Each role has 15 sub-finalists
that you want to have an initial phone screen (30 minutes each)
* You also want to conduct a second, behavior/skill-based phone-screen for each sub-finalist
(45 minutes each)
Where you could easily get through all of this in only a couple hours using an AI system
, instead you're spending:
* (200 x 5) / 60 = ~17 hours
of manual resume review time
* (15 x 5) x ((30 + 45) / 60) = ~94 hours
of phone screen time not including any wrap-up discussions/notes per candidate
TOTAL MANUAL TIME: 111 hours of work!
4. Candidates are too intimidated speaking to an AI system. BUSTED!
Before even starting with the "Oh, but even if I did use an AI system, no candidates would take it because they'll be too intimidated by talking to a computer" line, it's important to note that we're already doing this today EVERY SINGLE DAY
. Siri this or Okay Google that or Hey Alexa that - we as a society have become very accustomed to interacting with computers using our voice, so having someone who's interested in a job speaking over the phone with a digital recruiter isn't outside the bubble of our reality. To really drive this point, in conducting hundreds of interviews using one of the newest AI recruiting solutions
, I've found through research surveys that a vast majority of candidates felt very comfortable speaking to a digital recruiter (some even indicating more comfort than with a human!).
5. But, I will lose control of my recruiting process due to AI algorithm scoring. BUSTED!
Processes around recruiting and the candidate lifecycle are very important, no doubt. This is why it's important for any new systems (AI or not) to allow organizations to adapt new tools without losing the ability to manage their processes and workstreams. Not to worry, folks, many of the best in practice AI services are built using the latest development frameworks (meaning they can easily adapt to your processes both feeding candidates in or out) giving you ultimate flexibility for how the talent manaegment pipeline works. Additionally, you have complete control over what's said, how it's scored, who you're sharing the results with and more. Finally, within these tools, you can decide to use a portion of the features if that better suits your needs for now and then when the time is right you can grow into some of the other features later (for example, you want to have interviews automated and organized for you to make decisions, but you're not quite ready for automated assessment).
So the testimonial? Aric Kabillio, a business partner at Recruited Inc. and seasoned recruiter who has decades in talent management, recently explored the FirstScreen service. Aric said, "You have to check this technology out. Put your biases aside and really take a good look at this. The technology is amazing. The AI is nearly flawless. Productivity will increase dramatically. Every recruiting leader must demo this tool. I was skeptical at first and have come around 180 degrees. This really is a big part of the future of recruiting. If you are still unsure, let's chat".
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