Using Artificial Intelligence in Recruitment Exercises

It can be tough work for human resource practitioners to go through tons of job applications when finding new hires for an organisation.

There are so many things they need to consider – do the applicants have the right qualifications and skills? Do the applicants have the experience? What are they like as a person?

We also know that the large volume of applications can sometimes be overwhelming for recruiters. And often, good candidates are rejected too soon as recruiters don’t always have the time to interview everyone.

However, there is a solution to this, as we recently found out at a human resource event organised by NTUC’s Progressive Practices Unit.

In a presentation done by Singapore-based artificial intelligence (AI) startup company, we were introduced to the company’s chatbot that helps with the hiring process by automating routine work, reducing unconscious bias and improving the experience for candidates.

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The chatbot can help to evaluate and shortlist suitable candidates, and then do preliminary interviews with each candidate over text. It can even respond to the candidate’s queries.

The company also has a platform that can evaluate speech patterns to find out more about the candidates. This is done through natural language processing that looks at fluency, pronunciation, topical coherence and progression of ideas.

There is also a facial and speech recognition software to make video interviews more revealing. The software can help analyse body language, word choice and tone of the candidate to give a better idea of the person.

So far, big companies such as NTUC Income, DBS, Singtel and Accenture have used the platform and feedback has been positive.

“We save up to 40 man-hours a month. The virtual recruiter frees up our recruiters’ time so they can take on higher value work,” said DBS Bank Head of Talent Acquisition Group James Loo.

So, if you’re an HR practitioner looking to improve your work, why not give yourself a leg up with AI?

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