Transforming recruitment with AI: Part 3 – the candidate’s experience

The first experience most candidates have of a potential employer is through the recruitment process. Even when there are several good candidates for a job, an effective recruiter should want to impress them all with the way the organisation handles recruitment. No one wants to lose a good potential employee because the recruitment process is slow, frustrating or seemingly unfair.

There is a wealth of good practice available on how to ensure a slick and seamless recruitment process. Artificial intelligence (AI) is adding considerably to this, improving the effectiveness of recruitment and the way candidates can be managed.

Personalised communications

When hundreds of people apply for the same position, it can be hard to treat them as individuals, especially during the early parts of the process. Treating people badly, for example not providing any feedback if they are rejected, or failing to acknowledge their application, is not only impolite but damaging to the employer’s brand.

However, smart technology can help recruiters communicate effectively with many people in a highly relevant manner. For example, AI-powered chatbots can engage with candidates in real-time, providing support throughout the recruitment process through personalised communication.

Chatbots can answer questions, provide updates on the application status, set up interviews, and offer guidance on next steps, enhancing the candidate experience and reducing the time and effort required from HR professionals. Additionally, email systems can be set up to provide personalised messaging in a similar way.

Automated feedback

One of the most important elements of this personalised communication is the provision of feedback about the state of the candidate’s application. AI systems can provide this information, automatically or in response to a query from the candidate.

In addition, AI can analyse interactions with chatbots and automated video interview systems, as well as the content of application letters and the results of tests to provide insights into the strengths of different candidates. These insights are useful for recruiters of course, but selected points can also be shared with candidates who have been unsuccessful. As always with AI, if this type of feedback process is used it must always be overseen by a competent professional.

AI-powered platforms can also be used to collect and analyse feedback from the candidates about their experience and satisfaction levels. This will help employers pinpoint areas for improvement and identify ways to enhance the candidate experience and to ensure fairness and effectiveness in candidate selection.

Seamless and streamlined process

AI can also be used to streamline the recruitment process. As well as increasing efficiency for recruitment professionals, a streamlined process will reduce any frustrations the candidate might otherwise experience, such as delays in replying to applications or failures to set up interviews in a timely manner.

AI algorithms can eliminate unnecessary steps such as the exasperating requirement to share the same data, time and time again. For example, data on a CV can be extracted and used to populate recruitment forms automatically. AI can also provide prompts such as indicating where forms have not been completed and even where forms have been inadequately completed. By simplifying the application process, AI helps candidates navigate through the recruitment process, leading to a more positive experience of the employer.

The other side of this coin is that candidates increasingly use AI to complete job applications, and recruiters should be aware of this.

Interview preparations

Few HR professionals have the time to “hand hold” job applicants. But this can be very necessary, especially where there is a desire to recruit from demographics that are currently underrepresented, perhaps because they do not feel they would fit in with an organisation.

AI-powered platforms can help candidates prepare for interviews by providing personalised coaching. Organisations can set up practice video interviews and afterwards analyse the candidate’s interview performance, identify areas for improvement and offer tailored suggestions for improving their interview skills. This will increase the readiness for the interview process, as well as help to improve their chances of performing well during a real interview.

Another area AI can help with is in explaining about the company and the role on offer. Virtual job previews can be created, allowing candidates to get a better idea of what working in the organisation would really be like. By offering realistic simulations of tasks and the work environments, AI can help candidates make more informed decisions about whether the role is right for them, ultimately reducing turnover and increasing employee satisfaction.

Offer management

The last part of the recruitment process is the job offer. Recruiters obviously want the candidate they have identified as the best one to accept the offer they receive. AI systems can automate the offer management processes to ensure it is efficient and as rapid as possible.

In addition, AI can be used to provide the successful candidates with personalised offers tailored to their preferences and expectations. For example, elements of standard contracts, such as the rights to request flexible working and to take time off to care for a relative, could be highlighted for new parents. Or, where the candidate already has plans for absence in place, perhaps for a holiday or a medical procedure, these could be confirmed, giving the candidate comfort and ensuring that their manager knows these dates have been agreed prior to the recruit joining.

AI has the potential to transform the recruitment process. By analysing data on candidates as well as more general market trends, AI can ensure that offers are competitive and attractive. And by ensuring a streamlined process with plenty of feedback, AI can fill the successful candidate with confidence in the organisation and excitement about joining.

The wider aim of increasing the likelihood of successful candidates accepting an offer and joining the company will be achieved far more easily when smart technologies are employed as a central part of the recruitment process.

The first article in this series considers the ways that AI can be used to locate and engage the best candidates. The second article in this series explores how AI can be used to ensure a fair and effective selection process.