How AI is Reshaping the Candidate Experience
By Rachael Avey
When ChatGPT was launched in January, it quickly became one of the most popular conversational topics in the world. As generative AI has been around for almost a year at this point, more people are discovering how to tap into its potential- including the Human Resource field. The Society for Human Resource Management recently presented a webcast entitled “AI and the Candidate Experience: Personalizing the Impersonal” featuring HR professional Tim Sackett.
As a student working towards a Human Resources Management degree, I thought it would be prudent to attend this webcast because I wanted to prepare for future developments in the HR field. Technology is advancing so quickly that it’s imperative to stay in the know in order to adapt to the changing times. I was hoping and eager to learn how new technological developments could help HR professionals do their jobs better and more efficiently than previously possible, and ensure candidates have the best possible experience while searching for their ideal jobs.
The candidate experience is already starting to be altered by AI, and in the future, is likely to be heavily influenced by it. The Society for Human Resource Management webcast presenter Tim Sackett shares how he believes AI will continue to shape the candidate experience.
1. Maintaining Contact with Potential Hires
Some applicants never hear anything regarding their job applications - recent studies show that approximately 47% of applicants are dispositioned by employers. Incorporating AI into the candidate experience can help raise that percentage by helping HR professionals maintain contact with potential hires throughout the entire hiring process. AI will be able to send personalized messages to candidates, keep them updated on the status of their application, and answer their questions. AI will help HR professionals make candidates feel valued and respected, rather than ghosted and unseen.
2. Offering Personalized Interactions
Most people have gotten a message from an employer that was automated and impersonal- AI will be used to offer personalized interactions to candidates. For example, AI could be used to tailor job postings to individual candidates' skills and interests or provide candidates with personalized feedback on their applications and interviews. HR professionals strive to maintain personal contact with all applicants, and with AI, it’s possible.
3. Reducing Response Times
HR professionals spend hours poring over resumes, cover letters, and other applicant information. In the future, AI will be able to screen resumes and applications, and schedule interviews. Humans have unconscious biases; however, AI can be taught to not have bias. AI will be faster and more objective than humans when looking at applicant information. With AI screening applicants, response times will be reduced, and that time can be used for other tasks.
Why is a Great Candidate Experience Important?
Candidates that have a positive experience with an organization during the hiring process are more likely to be interested in working for said company, and/or recommending it to other jobseekers and consumers. Continually providing a great candidate experience will, in turn, create a more positive brand reputation. When candidates and employees feel appreciated, they will also be more likely to start or stay with the company, which will reduce turnover in the long run.
The Future of the Candidate Experience
AI is becoming increasingly sophisticated and capable; it is being used in a wider range of applications. As AI continues to develop, Sackett predicts AI will be included in ATS, HRIS, and will be able to assist HR professionals in the following ways:
- Candidates will be able to apply for jobs by simply having a conversation with an AI-generated voice or chat system.
- Assessments will be tailored for each job and will provide both the employer and the candidate with feedback.
- Communication with candidates will be relevant, timely, and will be tailored to each candidate's desires.
- Background checks will be completed before the employer decides who to hire.
- The hiring process will be data-driven and equitable, with everyone having the same shot based on their skills, fit, and experience.
- AI will match candidates to jobs that are a great match for their skills, desires, and preferences, even when candidates aren’t looking for jobs.
- AI will make all of us world-class content producers.
Sackett’s Recommended Actions:
- Talk to vendors about their plans and future developments now- if they aren’t planning to incorporate AI, you may want to look elsewhere.
- Discuss AI and its uses with your legal and technology teams.
- Be transparent with candidates about how you are using AI in your hiring process.
- Use AI to complement your human touch, not replace it.
Takeaways:
AI is already having a significant impact on the candidate experience, and its impact is only going to grow in the coming years. HR professionals and students need to be aware of the latest developments in AI and how they can be used. Sackett predicts that HR technology incorporating AI will be a big hit in the market in the next two to three years, as generative AI was launched less than a year ago. HR professionals should collaborate with their vendors to understand how AI technology can serve them better in their recruitment process. This collaboration can help HR professionals identify critical gaps in their recruitment process and create more effective solutions. AI is not going to take human jobs; it will allow us to do things that we haven’t been able to do previously!
SHRM webinar reviewed – “AI and the Candidate Experience: Personalizing the Impersonal” on September 19th, 4 pm EST with Tim Sackett
