The Future of AI in Recruitment 👔

How technologies like Natural Language Processing and Computer Vision are changing the way companies hire.

By: John Cameron

TL;DR

Recruiting is becoming increasingly reliant on AI to complete initial screenings for potential candidates both in video interviews and resume screenings. To remain competitive amid these changes, certain best practices can be utilized to maximize success in the hiring process.

The Breakdown

• Back in May of 2020, McKinsey & Company reported that, in the wake of COVID–19, digital adoption skyrocketed, topping levels originally unanticipated until at least 2025 in a span of eight weeks
• One key aspect of this shift has been within recruitment, which began to see movement towards technological augmentation even before the pandemic
• Recently, British telecommunications company Vodafone (who often sees more than 100,000 applicants a year for just 1,000 open positions), implemented an AI system that reduced average time-to-hire from 23 to 11 days, and nearly tripled overall cost savings
• The specific AI employed by Vodafone was designed for pre-recorded video-based interviews (which have seen dramatic increases in popularity globally). However many other companies also use AI as an initial filtration step in initial resume screenings

The Tech

• In cases where companies employ AI to assess applicant video interviews, ratings are scaled in relation to tens of thousands of data points
• Verbally, this primarily includes word choice, tonality (general attitude), and intonation (variations on a sentence-by-sentence basis). Non-verbally, major factors include facial movement (particularly eye contact)and body language
• AI systems applied to resumes operate similarly to website SEO, leveraging NLP to search for patterns between the provided resume and relevant keywords (skills, abilities, and experiences) from the job description, ranking candidates based on an aggregate percent-match
• E.g. if a UI/UX designer position necessitates proficiency in a graphics editor, then having Figma or Adobe XD will likely be a component of the automated evaluation process

How to get past AI Recruitment

Video Interview:

• If asked to complete a pre-recorded video interview, it’ll likely be assessed by an AI
• Ensure your face is visible so the AI system can tally points for non-verbal signs like smiling, nodding, or strong eye contact (with the camera, not the screen, it can tell if you’re simply reading off a script from your computer)
• Articulate ideas and responses clearly, as AI scans content directly and is unable to infer in ways a human can
• Focus on relevant keywords within the question (i.e. if asked about a time one faced a challenge, words such as overcame or persevered will likely elicit a positive evaluation)

Resume:

• Tailor directly to the position by including keywords mentioned in the initial job posting/description
• Stay away from uncommon acronyms or overly unique job titles, and make use of resources like https://www.onetonline.org/ to verify if your previous positions are standard, and also what skills/general knowledge are required for the current position of interest
• Make sure dates are formatted clearly as this often serves as a multiplier (working with Excel for four months versus four years will be factored into your overall assessed competence)

Additional Info

How AI is transforming recruitment

A Resume That Passes The AI Test

Acing an Interview With AI

Full Source List