The Game-changer Part 3: AI improves the candidate experience
In the last in a series of articles exploring the opportunities to apply artificial intelligence to end-to-end recruiting lifecycle, Recruitment Game Changer looks at ways to boost candidate engagement. If you haven’t yet, read part two here.
Do you treat the candidate with the same respect as the hiring manager?
Putting everything you’ve got into a job application only to be met by a brick wall is something most of us encounter at some point in our careers. It’s a soul-destroying experience. It’s true that the explosion in online applications means that recruiters are often inundated with unsuitable CVs, but there’s no excuse for not treating every single candidate with the utmost professionalism.
While it’s rarely intentional, if the recruiting organization appears to adopt a cavalier attitude, candidates now have many ways to hit back. The bad news goes viral that there’s no point applying to your business. Your brand may be permanently damaged. What’s more, you lose a once keen candidate who may have been ideal for a different vacancy at a later date.
Listening to the candidate
There is a way to provide a courteous, prompt response to candidates without further overloading hard-pressed recruitment teams. Delegating early-stage recruitment tasks such as candidate screening and interview scheduling to artificial intelligence recruiting assistants improves the candidate experience dramatically by providing an immediate informed response.
Instead of completing static on-line forms, the candidate has a dynamic, engaging ‘conversation’ with AI chatbots, providing high levels of interaction and, ultimately, greater candidate satisfaction – even if it transpires that you’re unable to take their application forward for the job in question.
Your AI recruiter is available round the clock, whenever candidates choose to interact with your organization. This empowers you to create a positive impression right from the start.
AI can cope with high volumes of applications simultaneously. Unlike people, AI recruiting assistants never run out of bandwidth or have to hurry along a candidate due to time pressure. So candidates feel listened to and respected. If they don’t meet the criteria for the particular position, they’re more likely to be happy for their details to be kept on file and to be contacted from time to time.
In this way, you create a pool of well-disposed, ‘warm’ candidates, and, as I pointed out in the previous article, this is a great way to hit the ground running next time you have a recruitment emergency!
I hope you’ve enjoyed this series of articles. To see the power of AI in recruitment in action, please request a demonstration: https://www.mya.com/request-demo