AI recruiting solutions can improve your recruitment process by automating tasks and saving time. They also have the potential to transform your recruitment process by allowing the creation of a whole new workflow. A workflow that is not only more efficient but also provides deeper insights and a better experience for recruiters and candidates. You might be thinking, “that sounds good but what exactly does it mean?”. In this blog, we will show you exactly what we mean!
Let’s use advertising job vacancies as an example. Let’s say you usually write job ads internally. The job ad is written on a Google doc where everyone from department heads to fellow employees can provide their input. The final ad is copied and pasted onto a few key recruitment boards like Seek, LinkedIn and Indeed. It’s also posted on your company website and shared on certain social media channels. Once that is done you wait for responses to roll in. If you get less than expected you might tweak the ads, re-advertise and get key people within your company to reach out to their personal networks. This process is repeated until you find the right shortlist.
The process outlined above has worked for many companies and yet it’s time-consuming and leaves a lot to chance. A company might recognise this and look for a digital solution. A software that can take a job description and send it out to multiple job boards at once. This software might also collect resumes for screening in one place and post social media ads for you. Sounds great right? Automating this part of the recruiting process would definitely save time but it still leaves a lot on the table. In this case, the recruitment process is enhanced but not transformed. Transforming would mean intelligence and automation are used to improve the entire process for the better. Technology would not be used to conduct business as usual, it would be used to create change.
So, what does transformation look like?
Well, let’s start from the beginning. The right technology will transform the job advertising process by firstly ensuring the job ad is written in the best possible way. AI-powered tech can help determine whether language in a job advertisement is biased, aggressive, passive or simply boring. It can suggest a structure that, based on data, is proven to work best when catching the eye of candidates (not everyone wants to read a company bio first). It might even be able to tweak your job description to create a tailored ad for every audience. The ad would then be posted to multiple forums and data would be soaked up. If you aren’t getting the response you want, a quick look at the data will suggest where you can improve. A few tweaks to the job description might lead to a change that sees you get hundreds more applicants. Resumes would be collected and then categorised based on pre-set metrics allowing recruiters to easily identify key information. With the click of a button, recruiters could then let candidates know about the outcome of their application. This might entail sending customised emails to shortlisted applicants, candidates who will have their details kept in an active pool and candidates who were unsuccessful.
We don’t know about you but this process sounds better to us! As you can see, the job advertisement process is not only enhanced but transformed. An outcome that leads to a much better process and thus, better return on investment.
Mckinsey research suggests companies executing faster AI transformation may double their cash flow by 2030 while those slower on the uptake may experience a 20 percent decline in cash flow. While we can’t speak to the entire world of business, we have seen this statistic to be true in the world of recruiting. Actually, we’ve seen it with our very own customers. Every day we hear success stories from customers who have transformed their process with Curious Thing and achieved incredible results.
Curious Thing is an AI interviewer that automates and dare we say, transforms, the phone screening process. Designed to reach out to candidates, schedule and conduct phone screens and then deliver results to recruiters in user-friendly data-maps, you can easily see how we can enhance the recruitment process. By using Curious Thing to replace phone screens our clients have saved up to 26 hours per week! But, our impact can be further magnified.Curious Thing is committed to the process of `reimagining recruitment`. It is not a quick fix. It is a process that should be deliberated with the best technology has to offer and human-in-the-loop practices that can be sustained over time.
For example, Curious Thing has effective screening capabilities and is designed to ask questions that look for soft skills. Our best impact can be seen when Curious Thing phone screens are used at the very beginning of the recruitment process. Instead of intensive resume screening, recruiters can send viable candidates to Curious Thing for a phone screen. Recruiters can then use the phone screen results to create a shortlist based on much more information than a CV. Shortlists can be created from information about candidate soft skills and tested English proficiency as well as important information like location and VISA status. This process allows more candidates in the door and gives recruiters a bigger pool to select from with much more information for making decisions.
By using Curious Thing to transform recruitment processes, our customers have saved incredible amounts of time and have also:
We know this is tooting our own horn but the truth is, we know our results and use cases best! However, these kinds of results can be seen across industries when processes are transformed with AI technology. For example, AI can analyse a patient’s pre-op records and then help guide a surgeon’s instrument during surgery. This can lead to a 21% reduction in a patient’s hospital stay! Overall, AI-recruiting technology can be a powerful addition to your process and so when you are shopping around for a new tool, stop and consider how it might not only improve but also transform your process.