AI in HR — digital assistant during the application process

AI in the application process — digital assistant to support the selection of applicants

How can artificial intelligence help make better decisions when choosing new employees?

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An artificial intelligence as a digital assistant, which, as an independent third person, objectively collects and presents all facts during an application process.

Summary:

The use of an AI digital assistant in the application process enables an objective view of the qualifications of potential new employees. A digital assistant that is present at every stage of the application process, collecting all the information from the applicant and comparing it with the company's requirements. This allows HR professionals to focus more on interviewing candidates and assessing their professional qualifications. This saves time for recruiters and increases accuracy in finding the right person for the right job.

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Initial situation:

Background: Documenting interview responses and categorising candidates on the basis of CVs, applications and letters of motivation takes up a large proportion of HR professionals' time. Especially when there are a large number of candidates for a position, these time-consuming factors can have a negative impact on the quality of the final decision. Particularly during interviews, interviewers are often faced with the task of documenting the candidate's answers. As a result, full concentration on the interview and the candidate cannot be guaranteed.

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Artificial intelligence should not decide which person gets a job or not. It is intended to help us obtain a second objective opinion about applicants whom we are often unable to meet ourselves for emotional reasons.

How can a digital AI assistant now make the application process more efficient?

Specific steps:

1. Your own "corporate AI" can help to create requirement profiles for the vacancy and set them up according to target groups.
2. This AI assistant can now analyse the first point of contact (application, motivation letter and CV) and compare it with the job requirements.
3. During a face-to-face interview, you can use your own AI software (KI-Note) to fully record the interview. This creates a transcript, a protocol and an intelligent summary of the conversation.
4. The employer's questions can then be sent to the AI assistant along with the candidate's answers. This allows the AI assistant to combine all the interview content with additional notes from the hiring manager and the candidate's resume and compare it to the company's requirements.
5. Based on all the candidate data available to it, the digital AI assistant can make an assessment of the perfect fit for the advertised position.
   

Optionally:

1. The candidate can also take an additional 16 personality tests (from Myers Briggs) and share the results with the company.
2. The AI assistant is trained using the Myers-Briggs test and can include the candidate's results as additional input for more accurate assessments.

The HR specialist can ask the digital AI assistant for further assessments or questions about the applicant at any time in order to achieve greater accuracy for a perfect fit.

Conclusion:

Artificial intelligence has the potential to improve the application process in many ways, both for the applicant and for the recruiter managing the process. Humans are unable to make decisions on a purely rational basis, so AI can help make the right decisions based on objective information. AI can also reduce the administrative burden, freeing up time to spend more time with candidates.

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Does your application process differ from this? In the case of a free initial consultation We can find out how we can integrate AI into your application process to increase efficiency.

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