AI Creating the Perfect Candidates
Did you know scientists are using artificial intelligence to lessen the amount of animal testing conducted?
In the research journal Toxicological Sciences, researchers say an artificial intelligence system they’re currently using might be used to automate some tests based on the chemical interactions they’ve already discovered. The AI was trained to predict how toxic tens of thousand of unknown chemicals could be. Scientists used data from previous animal tests and the algorithm’s results were nearly accurate as live animal tests.
The algorithm can predict results from nine different tests including skin corrosion and eye irritation.
The system is credible enough that 16 U.S. government agencies invited the team responsible for the algorithm to the National Institutes of Health for an exercise. It resulted in a toxicity model for 40,000 chemicals. The model will be released to the public before year’s end.
AI in Human Resources
So, what does all of this have to do with human resources? It’s the idea that artificial intelligence can be used, with valid data, to predict the ideal candidate for a company. This is an invaluable step in the right direction when considering talent acquisition.
While there currently isn’t a vendor offering this type of solution, it has been theorized that artificial intelligence could be used to create a model of a candidate’s behavior based on their internet browsing history and interests. This would then be used to discover the candidate’s true interests and hidden skills.
It’s a strategy called profile augmentation.
Here’s a practical application.
Consider your LinkedIn profile and what jobs it recommends for you. If you were a television news producer, for example, LinkedIn might consistently suggest other producing jobs at other stations or television engineering jobs. But what if the system understood that you’d spent 12 months researching graphic design and doing some freelance work on the side? Through profile augmentation, AI would then be able to suggest jobs where you could express your other talents.
This could also be used to fill roles that are increasingly difficult to fill, like a Blockchain developer. There are few people who hold this title, but there is plenty of software developers available who have an interest in the technology and could learn the skills needed to fulfill the duties of the occupation.
Personalizing Candidate Outreach
Companies trying to hire the best and brightest use an employee value proposition (EVP).
L’Oreal, for instance, uses this EVP: A thrilling experience, a culture of excellence. Yelp uses, “We work hard, through Nerf darts even harder, and have a whole lot of fun”.
The problem with these EVPs is simple: they’re used for every potential new employee in every part of the business. They are not personalized.
Artificial intelligence can help break down a company’s EVP by persona and that can be used to attract people using a value proposition tailored to their needs.
For example, if a candidate is looking to expand their family by adoption, a company hoping to employee that person could present information about the company’s adoption assistance program, making it more attractive to the potential employee. The same could be said about a potential employee looking to purchase a home. A personalized EVP targeting that candidate would have information about the company loan program which can be used for purchased a home for first-time homebuyers.
Chatting with chatbots
Chatbots have been in use for a few years now, from answering employee questions to recruiting. When it comes to potential employees, some companies are employing chatbots to answer basic questions from applicants day or night.
Bots can also follow up with applicants if they’re not progressing through the application phase.
AI can analyze an applicant’s responses to questions. Through Natural Language Processing, AI would be able to discover certain skills that may not exist on a résumé. It essentially fills in the gaps giving recruiters a clearer picture of the candidate’s ability to do the job for which they are applying.
Screening those Résumés
If chatbots can analyze responses, chatbots can also screen résumés. In fact, recruiters are already doing this. Essentially, the bot uses the existing employee database, high potential and high performing employee data and such, to check résumés. If the résumé is not up to snuff, it is separated from those that are more closely aligned with the needed skills or prerequisites.
Lying made difficult
Artificial intelligence can also be used in video interviews.
In a video interview, a candidate is given a series of questions to answer. Those responses are visually recorded and sent to the company. An artificially intelligent computer could then analyze the facial features of the candidate, as well as the person’s voice, to discern whether or not the candidate is being truthful.
Consequences for HR
As artificial intelligence takes over more manual tasks, it is possible that some recruiting roles will disappear, but new ones will appear. These new positions will need to know how to use data and AI to analyze prospective candidates and help them develop if and when employed by the company. Until the day comes where AI is a normal, regularly-used tool in the HR professionals tool box (and it is fast approaching), professionals should continue to learn what they can about the technology and how to adapt it to the future of work.