HR

5 Ways Virtual AI Assistants Improve the Recruitment Experience for Candidates and HR Staff

Conversational AI has the potential to help your HR team streamline and improve the recruitment process.

Businesses spend a lot of time, money, and resources trying to find the ideal match between prospective candidates and their company to address the talent shortage. Conversational AI has the potential to streamline the recruitment process and allow your HR team and corporate recruiters to easily access specific data that guarantees a successful recruitment process–more so than could be done without technology. 

Here are five ways a virtual AI assistant will benefit your company's recruitment efforts. 

 

1. Linking Ads and Applicant Tracking to Address the Talent Shortage

Conversational AI compiles, processes, and analyzes vast amounts of information as you begin the search process. Suppose this technology has been in place for some time. In that case, the virtual AI assistant may have already alerted your HR personnel to potential employee churn through system inquiries by individuals interested in information about resigning or who have expressed a desire to explore new career paths.

A virtual AI assistant can evaluate present circumstances that may reduce the need for new job searches. Having information about current employees and their levels of satisfaction and productivity collected by your virtual AI assistant allows you to calculate employee value and the present churn rate. As such, it can determine ways to motivate and engage current staff before they seek different job opportunities. This system also has the ability to track internal applicants for positions in a way that helps management learn of possibilities to reward staff from within.

Allow your conversational AI assistant to handle many of the rote and logistical tasks of the initial search process. While much of the work at this stage involves data processing and matching applicant information and skills with desired criteria, it will give your HR team the benefit of spending their time on matters that require more significant human intervention. Reports generated can link candidates to openings, evaluate the effectiveness of sites where you posted the positions, and create profiles for individual applicants that ensure all steps are followed.

 

2. Answering Questions and Connecting Applicants with the Company

Individuals sometimes wonder if their employment application disappeared into an alternative universe. People want to know that your firm has received their information and appreciate getting alerts if they are no longer candidates for consideration, so they can evaluate other options or consider their next steps. 

Intuitive conversational AI allows prospective employees to contact your human resources office at any time -- nights and weekends included -- to learn their application status, discover benefits, and answer their general questions. While older job-seekers may still be used to handing in a paper application and having an in-person visit to HR to get answers to their inquiries, Millennials and Gen-Z applicants usually prefer an online approach

Regardless of age or generational cohort, all applicants expect and deserve a personalized process. The days of poorly mimeographed forms have passed, as has the period where automation does little more than create the same impersonal experience with a technological twist. Select a virtual AI assistant that combines interactive and personalized approaches that foster an even more substantial interest in the applicant wanting to work for your business.

 

3. Assisting with Screening and Interview Scheduling

Some elements of the screening process are perfectly suited to technology, such as conversational AI. These processes may include evaluating resumes, searching databases for required background checks, managing contacts with references who can assess an applicant's suitability for the position, and creating an interview schedule matrix. 

In addition to the processing and data management functions involved in screening and scheduling, conversational AI can reach out or accept verbal and electronic communications from candidates, their references, and other sources.

Virtual AI assistants can also provide a way to share updates about the search process, send out reminders, or coordinate with other parties for virtual or in-person interviews. This technology also can administer online screening tests or compile information from assessments or evaluations collected by HR staff.

 

4. Evaluating the Prospect Pipeline to Address the Talent Shortage

When the hiring team has selected its top candidates, conversational AI can help design a competitive compensation package. Failed searches cost money. Bring a virtual AI assistant onboard that gathers metadata so you can tender a solid job offer, analyze feedback from those who remove their names from consideration, and evaluate the talent pipeline to learn of other qualified and desired candidates.

Conversational AI may offer a primary point of contact for all parties in the search pool to know their status and communicate updates until a final offer is accepted. This system can also send congratulatory emails, notify others of the successful search, and keep information about all applicants available in case another position becomes available with a suitable talent pool.

 

5. Transitioning from New Hire to Employee Orientation

As the search ends, new hires form a cohort that will have many questions about the work environment, assigned duties, benefits, and established policies. The onboarding evaluation process begins long before a new employee interacts with your virtual AI assistant. By then, the system had already collected feedback from earlier onboarding sessions so that HR could improve the process for the next cohort. 

Conversational AI can inspire, motivate, and address any immediate questions or concerns of new hires. Create a personalized onboarding experience rather than a generalized, cookie-cutter routine. Using Natural Language Processing (NLP), the conversational AI can generate necessary documents, collect required information, and prepare new employees for their time with the firm. 

 

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Beyond Recruiting and Onboarding: Successful Integration and Employee Retention

The use of conversational AI for human resources functions continues after the onboarding process. By allowing virtual AI assistants to walk applicants through the selection and recruitment experience, you set a professional tone that encourages new hires to consider conversational AI a part of your company's winning philosophy.

Onboarding integrates new hires into the company's culture. HR virtual assistants offer guidance and structure in ways that foster employee engagement and retention.

Seven Examples of How Conversational AI Promotes Engagement and Retention for Your Employees:

  1. Communicating and reinforcing corporate goals and values to your teams
  2. Gathering information for automated forms to relieve staff from such rote processes
  3. Collecting feedback anonymously to build a transparent culture that strives to improve
  4. Providing 24/7 access to address basic employee concerns, such as questions regarding benefits and leave
  5. Handling HR performance management issues without subjective biases inherent in some human interactions
  6. Helping decision-makers and HR staff predict churn by analyzing employee queries and exit patterns
  7. Assisting employees as they set goals, monitoring progress, and predicting future performance

The Bottom Line: Creating a Strong Foundation to Build Upon

Conversational AI helps your HR staff maximize performance throughout the recruitment, interview, negotiation, selection, and onboarding processes. A virtual AI assistant analyzes, combines, and ranks information in ways or speeds humans cannot. By "seeing" the wealth of data your firm produces, conversational AI solutions compile experience and create trustworthy resources for better decision-making. 

Virtual AI assistants can offer a better candidate experience for prospective hires, guide them and the HR staff through the hiring process, and handle rote and repetitive tasks without any semblance of personal bias. By incorporating a strong and well-developed AI virtual assistant into the hiring process, you set a strong foundation for your firm as these new employees embrace the culture and grow within your organization.

 

If you're interested in learning more about DRUID AI's solutions for HR, download our guide. Within, you will find out how 87% of CEOs are looking to modernize their HR departments using AI bots, and more!

Get the Guide on Conversational AI in HR



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