ABC recruiting

Walk through the virtual screen to the new world of recruiting.

My ABC radio interview

Today the most common experience is, you would write a CV and submit it electronically online.

  • You get a response hopefully, that your CV has been received
  • You will get a further response if they want you to proceed.
  • You may have to do some online assessments and interviews or something similar
  • If no response who knows

Tomorrow and in some organisations today this process is being revolutionised.

Step 1

You ask your virtual assistant Siri to check out all the jobs in this area.

  • She comes back and says there are two jobs that may interest you.
  • You are pleased and ask Siri to fill in the application details and send

Companies are already beginning to roll out voice-activated mobile apps that make it easier for people to apply for jobs.

McDonald’s, for example, recently launched an Apply Thru app for Alexa and Google devices that leverages voice-search technology, to let prospective employees easily apply for a position over the phone.

Step 2

Within minutes you get a response from a chat box in the form of a text.

A chat box is a computer program that simulates human conversation through voice commands or texts or both.

IBM chat box, Watson, engages with job applicants every day and has helped save Big Blue $107 million in 2017 alone.

The chat box asks you if you have time to have a text conversation
You agree

  • The chat box responds just like a human. They use natural technology conversation.
  • After asking a series of questions the chat box informs you to proceed to the next step
  • You do of course.

The reason SMS messaging is so successful is it has a 98 percent open rate and is read within three minutes or less. Gone is mail, phone or email.

Step 3

You have been sent a login so you can play a number of online games that identify your suitability and aptitude for this job.

  • They may for example want to know how risk adverse you are by seeing how far you will blow up virtual balloons before they burst.

Uni Lever, which is Europe’s seventh most valuable company and employs 155,000 people world-wide have 13 games that candidates play.

Step 4

Good News.

  • Your chat box contacts you and tells you that you have passed with flying colours and asks again if you would like to proceed. Of course, you do
  • The chat box then accesses your online diary and the robot interviewer ‘s diary and books a mutually suitable time for interview.

The other option which Unilever and other companies are doing is requesting a video that you would do in your own time and upload. The video is analysed by some form of AI.

Step 5

You sit down at your computer that night and have a video conference with a professional HR Robot. You engage in a conversation, however, at the same time:

  • Your face is being scanned to identify your micro facial expressions.
  • Your voice is being analysed to check for things like authenticity.
  • Your words and sentence and structures are being analysed for competence.

One of the big five consulting firms are currently using these technologies as well as two of the top Fortune 500 companies

Sweden has just brought to market a robot that asks critical questions succinctly with no emotion, no bias and no preconceived notions. It is not yet as sophisticated as Sarah. Her name is Tengai.

Step 6

Your Chat box contacts you and informs you that you did not get the job, however, you have just received an email which will:

  • Give you an electronic summary of what you did well and what you could improve on with the interview.
  • You will be asked to respond if you would be interested in being contacted again and if another job came up within the company.

Uni lever does this for every applicant that goes through the process and the response to this approach has been exceedingly well received by applicants. It is better than your CV disappearing down a Black hole.

If you did pass you would go to step 7

An appointment would be made for you to have a conversation with your potential boss.

What are the advantages?

  • Saves time for everyone.
    L’Oreal, uses AI to help screen more than 1 million applicants for its 15,000 jobs a year and saves thousands of hours in recruiting time.
  • Reduces the time to hire.
    Days not weeks.
  • Saves Money
    Big Blue $107 million in 2017 alone
  • Reduces human bias. (if not already built in)
  • Better Experience
    87% of people feel they can ask the bot anything like salary expectations.
  • Can operate 24 hours a day across international date lines
  • Can communicate in most languages.

What could be the downsides?

  • Technology not yet advanced enough with appropriate data
    For example. What is the right microfacial expression?
  • The data may not be clean.
    Inbuilt bias has already been buried in the algorithm
  • Possible loss of jobs.
  • Everything is known about you. Past present and future.

And finaly,

Trained algorithms can find the people they want for a specific job in seconds. Through all your public information that is on Linked in, Facebook, Twitter, recruitment data bases.
How for example do we know there are 22,000 AI PHD graduates in the world?

The future of recruitment may develop whereby potential employees create their own algorithms to find them the perfect job. Watch this space.

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