In the war for talent, recruiters are constantly facing challenges such as shortage of skilled workers, misaligned hiring, high attrition rates (especially among sophisticated techies), and increased cost of hiring. They need more comprehensive battle plans to face these challenges. As the world becomes more digital, it provides an opportunity for recruiters to use new-age technologies to address some of these issues.
Artificial intelligence (AI) has started making its presence felt in a lot of industries. Hiring and recruitment are no different. Companies are increasingly leveraging AI to make every step on the recruitment journey smarter and more effective. One very impactful derivative of this technology is the advent of emotion AI, better known as Affective Computing, which can disrupt the recruitment journey. Using emotion AI to analyse video interactions can help recruiters decipher fine points such as gestures, facial expressions, pose, attention, and many other human behaviours often ignored.
Whilst the world shifts towards remote working, candidates and recruiters have prepared for a tech-driven recruitment process. ‘Video Interviewing’ has emerged as the most popular disruption in this aspect as it helps save time and broaden access to a global talent pool. In times like these, leveraging the power of emotion AI over Video assumes even greater importance by making conversations smarter and decision-making faster. With recruiters switching to virtual models of interaction with candidates, here are some use cases which explain how live video paired with emotion AI equips them to make better decisions:
One-way self-introduction videos
One-way video self-introduction offer a distinct advantage to recruiters in assessing whether the candidate meets the basic requirements for the job. The candidate introduces themselves by answering a set of preset questions which are recorded for the employer to see later. Recruiters can then evaluate these videos with the help of AI and finalise the candidates they want to proceed to the next round.
Assessment screening
Assessing a candidate’s credibility in a virtual interaction has been a challenge for recruiters. Many recruiters have anecdotes of imposters trying to sway them during the virtual interaction. However, by leveraging AI, recruiters can easily detect and evaluate face and facial features, head poses, eye gaze, emotions and much more which helps thwart such instances.
Unbiased views in a virtual interview
Unconscious or even conscious biases can often lead to wrong hiring decisions. The probability can increase even more during a virtual setting. While video interviews allow the interviewer to gauge the candidate’s attributes, Emotional AI further complements it by prominently highlighting fine points that might otherwise go unnoticed. Thus, it eliminates the possibility of many inherent biases and makes the decision more objective.
There can be many more use cases of how emotion AI can improve the recruitment process. Implemented on scale, such disruptive and data-driven technologies can completely change the face of the recruitment industry and help companies win the talent war. It is, therefore, essential for organisations to diligently choose a service provider that offers Emotion AI that comes in the form of APIs for easy integration into their HRMS for a unified and centralised hiring experience. By doing so, companies will be able to create the right talent pool while ensuring greater focus on their core business.
(The writer is CEO and Founder, cloud communications platform provider EnableX.io.)