A Blended Talent Acquisition Approach: Artificial Intelligence and Human Interaction

Although Artificial Intelligence (AI) has existed for decades, in 2023, it has become a trending headline. Daily articles describe what it is, how organizations are using it, concerns about how it is being used, creating policies for business use, and discussing if it is likely to take away human jobs.

It has the power to automate a wide range of business processes. Human Resource Departments have leveraged AI to complete repetitive tasks. If you click on a Career page, you may encounter a chat bot that greets you and asks you if you would like to apply for a job.

Talent Acquisition professionals frequently use it to screen job applications and bypass human beings to determine if the applicant should move forward with the selection process. Is it a perfect system? Business Leaders and applicants would agree that it has inherent flaws. However, many organizations have calculated the value and determined that it has increased efficiencies and helped them scale. The recruiting team or managers that scanned piles of resumes in the past can focus on higher level activities if they are only presented with pre-qualified individuals.

We hear from  prospective employees that this system is impersonal and frustrating. Employees are looking for a work environment where they feel valued, seen, and heard. They thrive in a culture that aligns with their values and a team that fosters a sense of belonging. Their negative perception of the automated screening process is likely coming from an instant response to an application submission indicating they are not qualified. Most systems are designed to “personalize” the message with the applicant’s name and the desired job. On one hand, applicants are no longer curious about the status of their application. On the other hand, they realize a machine assessed their qualifications based upon the words on their resume. Using synonymous phrases or different verbiage from the AI model may have disqualified them.

If the applicant receives a positive message indicating an interview will be scheduled, the experience may move forward with the assistance of AI. Some organizations are using a video submission as the next step in the qualification process. Prospective employees are asked to record themselves responding to a series of prompts. Recording a video alone in your home feels cold and impersonal compared to having a video call that helps both the candidate and the employer start to establish rapport and assess the cultural fit. The at-home lighting and technology constraints may be disadvantageous for the job applicant, as well.

If prospective employees are evaluating how an organization makes them feel and organizations are using AI to automate the recruitment process, what is the ideal compromise? During the Great Resignation period, leaders took a deeper look at their organizational culture. Many organizations discovered that they needed to refocus on their people. When potential employees see value statements that describe the importance an organization places on team members, their wellbeing, their development, and the employee experience, they are looking for some alignment during the recruiting process. Furthermore, if an organization is striving to increase employee engagement, should it model human connection during the recruiting process?

We encourage Talent Acquisition professionals to use a multifaceted process to identify qualified candidates. Rather than relying solely on AI to source the ideal candidates, use a variety of strategies to widen the search and include pathways for human interaction. Here are a few strategies to consider.

  1. Host or participate in Career Fairs to attract a diverse group of individuals, while making your team available for informational interviews.
  2. Create referral programs that incites your team members to encourage job applicants to consider joining the team. Your team members become brand ambassadors and an extension of your recruiting team.
  3. Increase engagement with qualified applicants, so they are aware of the hiring process, timeline, and the status of their applications.

AI has a lot of power to supplement your daily interactions with job candidates. Human interaction has the power to differentiate your organization from the others that lead candidates down a mysterious path of impersonal tasks. Harness the blended power to attract top talent!

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Headquarters
230 Hampton Woods Lane, Suite 101 Raleigh, NC 27607
Satellite Office
2929 Breezewood Ave. Suite 101, Fayetteville, NC. 28303
Where to find us
https://onboardwithus.com/wp-content/uploads/2021/07/img-footer-map1.jpg