Today, finding the right person for a position has become more challenging than before. This has become a critical issue, with many high-growth industries facing shortage of talent globally.
With a greater willingness to switch industries and roles, and an ease of applying for jobs through the Internet, this new generation of workforce is deluging recruiters with applications and resumes, many of them marginally qualified with questionable skillsets.
According to Criteria Pre-Employment Testing’s research, up to 78% of resumes are misleading and as many as 46% contain actual falsehoods. The result is unsurprising – Many organisations end up hiring the wrong people for their openings.
Technology has been a mainstay in talent recruitment as far back as a decade ago. Then, many organisations invested in applicant tracking systems as the core platform to help list, catalogue, manage, and track candidates. While this helps to reduce the huge administrative burden, it does not help alleviate the task of finding the right talent from the huge applicant pool.
Revolutionising recruitment with AI and Live Video
More recently, a new set of tools and solutions have come to the forefront.
Innovative organisations are now embedding live video and AI capabilities using progressive Communication Platform-as-a-Service (CPaaS) solutions right within the recruitment platform. Together with AI-enabled recruitment chatbots, it can significantly streamline the application process and enhance the talent search and identification process.
These solutions, when paired together, can bring a great deal of efficiency in nearly every step of the recruitment journey – from crafting the perfect job descriptions, scheduling interviews, answering queries, conducting video interviews and even performing initial applicant screenings. Machine Learning video interviews could also minimise some of the unintentional human bias. By utilising voice, text and facial recognition technologies as well as big data analytics, organisations can make recruitment more scientific, scalable, and effective.
Here are some examples on how Live Video built on CPaaS solutions together with AI can bring recruitment to the next level.
Self-recorded video applications
To validate their submitted resumes, candidates can provide a self-introduction by responding to pre-set introduction questions on video. Sentiment and language analysis can applied on the recording to produce a first-cut report with recommendations for the recruiter. This significantly cuts down on the time and energy required to review each candidate’s submission.
One-way video recording
Organisations can utilise Smart Video capabilities to provide an automated and smart layer of candidate screening. This one-way video interview will require candidates to log on to the recruitment portal and respond to the dynamic questions. Overlaid with machine learning and behavioural analysis, the platform can track key behavioural indicators such the candidate’s eye contact, voice, and body language. This helps to pick up red flags that suggest the candidate was consulting a friend or doing an on-the-spot online search for answers to the interview questions.
Two-way video Interview
Recruiters can validate their shortlisted candidates via video calls. These video calls enable recruiters to efficiently connect and vet through potential candidates, before the profiles reach the hiring managers. These recorded interviews can allow the hiring managers to accurately pick candidates for the next round of in-person/video interview.
Video-enabled Recruitment Chatbot
Chatbots could also be implemented on the company’s job website. Once a candidate applies for a position, the chatbot can initiate a conversation by asking questions where the candidate will be video recorded. Once the conversation is complete, the chatbots are able to evaluate the suitability of the candidate for the listed position based on the answers and the candidates’ voice, body language and facial sentiment analysis.
Creating a better candidate experience
Globalisation has resulted in a dynamic workforce that is spread across the globe. Automated online screening and video interviews can not only help recruiters effectively manage remote hiring, it also saves candidates from taking time off and traveling for a preliminary screening interview. In addition, live video capabilities can work alongside with chatbot, within the recruitment platform, to bring the candidate “face-to-face” with recruiters. This helps recruiters build a positive and personal relationship with candidates early in the selection process.
While AI has already brought waves of innovation to the recruitment space, the integration of AI with powerful video communication technologies through use of CPaaS platforms is the next frontier. By marrying these two capabilities, organisations can remove the huge administrative burden in recruitment and be empowered to make smart hiring decisions in an increasingly challenging talent marketplace.