Do you know the cost of replacing an employee? Well, let me tell you, it's expensive. According to Gallup, the cost of replacing an employee can run you anywhere from one half to twice the amount of their annual salary. And if you were to ask the financial wellness platform Enrich how much it costs to replace an employee, they will tell you, on average, about six to nine months worth of a person's annual salary. Yeah, six to nine months. Wow, that's a lot. Without a doubt, employee retention is important. One way to hold onto your staff a little while longer is to factor in personality types when you are recruiting. Why? Well, a good personality fit between an employee and their job can lead to higher job satisfaction, better performance, and lower turnover rates. One popular personality assessment tool is the Meyers Briggs type indicator which categorizes personalities into 16 different types based on four dichotomies. Those four dichotomies are... Let's see here, yes, extraversion and introversion, sensing and intuition, thinking/feeling, and judging and perceiving. By understanding these dichotomies, recruiters can better identify candidates who are the best fit for a job. And ChatGPT is a great tool for this. Allow me to demonstrate. So to begin, I asked ChatGPT to describe an INTP personality and how to create a job description that would appeal to someone with that personality, and it did, rather quickly I may add detail. The INTP personality type is one of 16 personality types defined by the Myers-Briggs type indicator. Individuals with this personality type are often described as logical, analytical, and innovative. They are typically independent thinkers who enjoy solving complex problems and exploring new ideas and blah, blah, blah, blah, blah, so on and so on. Now, it went on to say that to create a job description that would appeal to someone with an INTP personality, it would be important to highlight aspects like intellectual challenge, because INTPs are highly analytical and enjoy solving complex problems. It also cited the aspect of autonomy because INTPs are independent thinkers who value autonomy in their work. It went on the list a few more traits that concluded by saying that overall a job description that emphasized intellectual challenge, autonomy, innovation, intellectual freedom, intellectual stimulation, and systematic approach to tasks would be appealing to someone with an INTP personality. Now, taking all of that to heart, I then asked ChatGPT to write a job description for a computer programmer skilled in Python, which is a programming language. Then I said, make it appeal to someone with an INTP personality. Do not mention INTP in the description. Now, I added that part about not mentioning INTP in the description because when I used this prompt in the past, it added the term INTP in the description and didn't look right, didn't sound right, didn't want it. So I added that part here because of past experience. Yeah, there you go. All right. So the results were pretty basic, but in line with what I was looking for in terms of a job summary, a job list of responsibilities, and even basic benefits, which I was proud to see the benefits there, but I was glad to receive them for sure. One thing I like, one thing I'm impressed by with ChatGPT is its ability to give me something to work with, which is why I love it, love it, love it, love it as a tool for brainstorming, but I digress. Okay, next up, I asked ChatGPT to think like a recruiter and write an email for candidate outreach. Make it appealing to the INTP personality type. Don't mention INTP in the email, again because of earlier experiments. I know ChatGPT needs that little extra bit of instruction, and this is what it gave me. It says, "Dear candidate, I hope this message finds you well. I'm reaching out to you because we have an exciting opportunity for a skilled Python developer to join our team. As someone with a strong analytical mind and passion for programming, I believe you'll be an excellent fit for this role at our company. You would have the opportunity to work on exciting projects and collaborate with cross-functional teams to deliver innovative solutions." I'm not going to read this whole thing. I think you get the idea there. Maybe I will skim a little bit. We're looking for someone with three plus years of experience, blah, blah, blah. If this opportunity sounds exciting to you, we encourage you to apply. Thank you for your time and consideration and hope to hear from you soon. Best regards, your name, which would be my name in this case. All right, so still feeling impressed and rather pleased with ChatGPT. I told it to think like a marketer, and I said, "Give me 10 email subject lines that would appeal to this personality type." Oh, yeah, yeah. FYI on this, in case you didn't notice this already, I did not have to remind ChatGPT about the personality type I was referring to. It understood my query in the context of the overall conversation I was having with it. Pretty cool, huh? Yeah, yeah, yeah. Okay. Okay, moving on. So these are the subject lines it gave me, unlock your programming potential with our Python developer role. Here's another one, get ready to build exciting applications as our Python developer. Python developer wanted opportunity for systematic approach and intellectual freedom. Become a Python developer with competitive salary and benefits package. And I like them overall. Well, I'm not really crazy about that number 10, become a Python developer with competitive salary and benefits. Yeah. Okay. All right. So I like most of them, but not all of them. But as I say, I thought some of them, a couple of them missed the mark in what I was looking for. So out of paranoia, I asked ChatGPT to validate it's work with this prompt. I said, explain to me why these headlines would be appealing to this candidate, and it gave me reasons for each one, and this is what it said about the first three. For the subject line, unlock your programming potential with our Python developer role, it explained it by saying INTPs are known for their potential to innovate and create new solutions, and this headline speaks directly to that potential. Okay, cool enough. The second one, join our innovative team of Python developers today, it explained it by saying INTPs are creative and love to explore new ideas and approaches, and the idea of joining an innovative team would likely be very appealing to them. Makes sense. This third one, get ready to build exciting applications as our Python developer, INTPs enjoy intellectual challenge and problem solving, and the prospect of building exciting applications will likely be exciting to them. Again, I like these overall, but I really like ChatGPT for its brainstorming capabilities, and in that regard, I have to say, well done ChatGPT. Well done. Now you may be thinking to yourself, "Jim, personalizing my emails down to the personality type level seems like a hassle. Is it really worth it?" Well, I think it is, and here are some stats to prove my point. Personalized emails are more effective than generic ones as they are more likely to be opened and resonate with customers. Studies have shown that emails with personalized subject lines are 26% more likely to be opened than those without.Continue reading
AI in Recruiting
The recruiting industry is about to be revolutionized by artificial intelligence. AI is already being used to help automate the process of finding and screening candidates, and it is only going to become more widespread in the coming years. This will allow businesses to find the best possible candidates for their open positions, and it will also help reduce the time and cost of recruiting. If you’re a recruiter or hiring manager, understanding and leveraging the power of Artificial Intelligence (AI) can give you a competitive edge in the marketplace. AI has become increasingly important in the recruitment process, as it allows you to source candidates faster, increase applications, and improve your interviewing and hiring practices. Let’s take a look at how AI can help your business find the right candidate for the job. How AI will affect recruiting technology AI can be used to automate many of the tedious and time-consuming tasks involved in recruitment. AI algorithms can quickly scan large numbers of resumes and identify the most qualified candidates for a job opening. It can also be used to analyze social media profiles, monitor applicant responses, and even predict which applicants are likely to stay with a company long-term. Here’s what else it can do; AI can also help make the recruiting process more efficient by filtering out unqualified candidates or those who don’t meet certain criteria before they reach human recruiters. This helps reduce the amount of time spent on each potential candidate while still delivering quality results. It is important to note that AI will not replace recruiters but rather assist them in finding top talent more efficiently. AI is also being used to facilitate virtual recruiting. AI-powered chatbots can automate the process of interviewing potential candidates and providing them with further information about the job and company. Ai could also be used to set up online tests or assessments as part of the recruitment process, helping recruiters evaluate a candidate’s aptitude for the role faster and more accurately than ever before. One of the most powerful ways to use AI in recruiting is by using automated job listing analysis to identify which keywords are most likely to drive quality candidates to apply. Additionally, AI can be used to search through resumes quickly and accurately identify potential hires who would be a good fit for a given position. This eliminates time-consuming manual searches that may not yield as many results. The use of advanced algorithms to send out suggested messages when reaching out to potential candidates based on their qualifications and experience will be prevalent. This helps ensure that recruiters are targeting the right people with consistent messaging that resonates with them. Job applications conversion rates with AI By utilizing AI-powered insights into which keywords are more likely to draw applicants in based on their past job searches, you can tailor job listings so they’re more attractive and eye-catching. Additionally, targeted ads can be designed specifically for an ideal candidate for each position—resulting in an increased number of qualified applicants! AI & Sourcing Improving Your Sourcing, Interviewing & Hiring Practices with AI Automated initial screening interviews is becoming increasingly popular in finding high-quality candidates faster than traditional methods because they allow recruiters to filter out unqualified applicants quickly without having one-on-one conversations with each applicant beforehand. By using an AI chatbot or virtual assistant, companies can spend less time on manual resume reviews and more time focusing on engaging quality talent through personalized conversations based on their individual needs. In addition, machine learning algorithms are able to uncover patterns associated with success in a particular role over time—which helps managers make better informed decisions when making offers or extending invitations for second rounds of interviews. Leveraging Artificial Intelligence (AI) is essential if you want your business’s recruitment process to run smoothly while also finding quality talent that fits your organization’s needs perfectly. Automating certain aspects of sourcing, interviewing & hiring allows companies to save time and money while still ensuring they hire the best possible candidate for any given position—all while remaining compliant with ever-changing laws & regulations related to employment practices. The use of AI in recruiting technology has the potential to revolutionize how companies find and hire new talent. AI will save time for both recruiters and applicants, making it easier for employers to find qualified candidates quickly, while still ensuring that they are selecting only the most suitable individuals for open positions. With AI likely to become even more widespread in recruiting technology, the future of recruiting looks to be more efficient and cost-effective than ever before. I expect AI to seep into many of the recruiting platforms in use today. In a few years, those platforms will seem quite different than their current versions.Continue reading
Regis Corporation, the largest salon owner and franchiser in the United States, hires thousands of stylists a year with almost no help from a recruiter. How do they do it? By using an AI recruiting assistant. “Tasks that are assumed to take a team, or an individual, to manage are no longer the case,” explains Jacob Kramer, associate vice president of talent acquisition and head of the Regis automation project that turned over the sourcing, contact, and application process to an AI assistant. “AI can be used to thoroughly streamline the recruiting process, enhance the candidate experience and build out workforce planning automation.” AI-powered natural language assistants are fast becoming must-have recruiting tools, freeing their human recruiters from tedious routine tasks while simultaneously improving the candidate experience. As the Regis example demonstrates, these assistants make it possible to connect with candidates, walk them through the application process answering questions as they go, qualify them and schedule them to meet with a hiring manager in minutes or hours instead of the days it would take a human to handle the details. AI assistants are chatbots AI assistants are chatbots, similar to Siri or Google Assistant, and deployed not just by large companies with high volume hiring needs. Smaller organizations benefit just as much by implementing them on their career sites. There, they will answer questions about health benefits for one candidate, help another with their job search while asking others qualifying questions – and do it all at the same time. These bots as they’re sometimes called are a far cry from those of just a few years ago. The first chatbots were text-based decision trees, identical in approach to the “touch 1 for this or 2 for that” of automated corporate phone systems. While these types of chatbots still outnumber AI assistants, they’re rapidly being replaced by bots that understand questions the way a human can. For example, an AI-enabled recruiting assistant can tell from the context and nature of a conversation about benefits that a candidate asking, “What about pets?” is probably inquiring if the organization offers pet insurance. Without the help of an AI assistant, a potential candidate who considers pet insurance essential might simply choose not to apply if they couldn’t reach a recruiter directly. Answering questions on a career site is the most common use of AI or natural language processing chatbots. A 2019 survey found half of all TA leaders that have deployed a recruiting assistant on their career site say the single biggest benefit is an improved candidate experience. Not far behind is the saving in recruiter time they provide. What’s more 71% report candidates were satisfied by their interaction with the chatbot. That alone makes deploying an AI assistant a worthwhile investment. More Than a Bot Yet, there’s much more these bots can do. Regis and other companies are using recruiting assistants to sift through the digital resumes and applications they keep on file to find talent matching current needs. Without having to involve a recruiter, the assistant will send each an invitation to become an active candidate, directing them to update their resume, answer a few questions, take an assessment or directly schedule an interview. Companies like Ernst & Young and Triumph Motorcycles are also deploying them internally to answer employee questions about vacation accruals, sick leave, scheduling and others that previously would require an HR person to answer. Ernst & Young’s Goldie HR chatbot saved more than 10,000 HR staff hours over six months. Call them AI recruiting assistants, conversational chatbots, virtual assistants or just bots, they are all built to serve the same function — improve the user experience and free up talent acquisition professionals to do what they do best.Continue reading
When it comes to AI in recruiting, there are those who define it as ‘assisted intelligence’. They may be correct in that definition. Automation is taking the boring stuff out of the recruiting process so recruiters and hiring managers can spend more time with people. So if you adopt the technology in the right way it can make your organization more transparent, and build a better candidate experience. Where Recruiting AI Fits Best AI features work best for two types of recruiting scenarios. First there’s the high volume hiring organizations, where a manager does most of the hiring. Secondly, there’s the high value corporate side, where a recruiter is driving the process. Both scenarios have different problems that yesterday’s technology is trying to solve in the same way. Technology is trying to help the candidate through the engagement process…help the hiring manager automate pieces that allow for the human decision making to come through, in a faster way. Implications of AI in Recruiting One of the easiest ways AI can help is in the answering of questions from candidates. A lot of recruiting tech is able to speed up the interview process from doing the chase process where recruiting coordinators, trying to coordinate with their managers, can take care of that in minutes, rather than hours or days. The end result is shortening the time to hire. Which part of the recruiting process can’t be automated? The interview process is the biggest one that is really weird to automate. It’s hard for a machine to shortlist and choose the three best people for a job. It’s so much more complicated than dating which is an often used analogy. The nuance of the interview is so complicated you wouldn’t want to automate that aspect. But everything else is fair game. How should employers think about AI? Some mistakes we’ve seen before are employers who think automation is the ultimate goal. The reality is you should probably start with why you’re doing what you’re doing. Are you trying to hire great people to have your company be more competitive? Are you trying to build a better recruitment process? For example it’s maddening if you go to a career site and as an executive candidate or sales exec or other type of role and be presented with the same experience. We should be able to work out who these people are. We should put them through different types of processes because a different job is going to require a different type of AI based automation. What Recruiters Say About AI Here’s what some recruiters told us on a recent Facebook thread about AI’s future in recruiting. Their responses are enlightening. “Yes, a company eHarmony-type algorithm will be more effective than a recruiter’s opinion, by far. You just need to collect the right data points and feed the system.” – Andy Riabokin “Automation, intelligent matching, scheduling, and other non-relationship activities that can be done by “AI” will allow employers and staffing companies to do more with fewer recruiting staff. Recruiters are not going to be programming decision trees in chatbots. So, eventually, yes, that is the promise and the hope that the software vendors are selling. We’ll see.” – Craig Fisher “Having observed the practical implementation of conversation and conversational AI coupled with HR Ontology, the NLP Applied Scientist is continuously informing the engine about new use cases and definitions so it can comprehend the complexities of the human language to the best of its ability. The complexity of understanding linguistics informs me that AI will never replace the entire hiring cycle managed by the recruiter.” – Bennet Sung “AI can automate processes better but it may not replace it anytime soon.”. – Sagar Kommula “Don’t think so as there still are recruiters headhunting for cold candidates. Maybe it will help with some mass recruitment as a part of filling a pipeline, sending messages and feedback, but for high level recruiting people will still want to be ‘hunted’” -Lena K. “Recruiting is a people business. When you are affecting the life and future of a human being, as well as all the people at your clients’ business, it requires empathy, compassion, intuition, caring, and emotional intelligence to do well—-something no machine or algorithm will ever replace adequately.” – Eric Wentworth “As much as AI tries to replace recruiters by matching key words and years of experience, they can not match a good human recruiters ability to read between the lines and find a diamond in the rough. That’s a human job. And many recruiters do that very well.” – Melanie Erler “Maybe for some IT engineering jobs where just looking for cookie cutter type people that are closer to robots anyway but will never replace sales recruiters as 90% or more of sales is personality and things AI just can’t duplicate.” – Andrew Chase “AI will improve and extend its hands towards better sourcing, identifying and selecting candidates for recruitment and recruitment is again done by a recruiter.” – Syed Azaz “Yes, all those who were only taught to keep calling until they could get the bell to ring are already disappearing. Those who have upskilled to develop broader workforce planning strategies, who can debate ‘buy’ versus ‘build’ options with business leaders and who can audit the bots as well as their hiring managers with the same ruthless resolve to ensure candidates perceive the recruiting process as ‘fair’ will own TA and might even be called ‘recruiter’…although I doubt it.” – Gerry Crispin Can AI replace Recruiters? There’s an interesting line being drawn between automation and actually providing true engagement and care for the candidate. Recruiting vendors are trying to balance that line. If their technology can take out 80% of the busy work and actually free up hours, a better, more respectful recruiting process is in reach. That reality is closer than it appears. Ai will certainly replace recruiter tasks but the job of recruiting will evolve over time.Continue reading
Recruiters, chances are you know a job seeker, or you were one yourself not too long ago. And thus, you know the plight of being lost in “the resume black hole.” For candidates, the application process seems to be where resumes go to die. But YOU know that an average job can receive up to 250 applications and the average Recruiter can typically carry 30-90 requisitions at a time. Multiply that out and you are overwhelmed. PLUS, you have to conduct phone screens AND service all of your hiring managers AND coordinate interviews, feedback, offers and communications AND attend way too many meetings AND handle an endless amount of phone calls and emails AND attend to compliance and administrative tasks AND prepare pipeline and activity reports AND make sure you’re hitting your metrics AND spend time sourcing, researching, networking and cold calling on positions that don’t have qualified applicants. You need help! Enter AI and automation. For all these reasons, AI has a growing presence in Recruiting because of its ability to automate repetitive high-volume tasks like sourcing, screening, scheduling, and communicating… and as an added bonus can even eliminate bias. But beware of some of the common pitfalls. SOURCING AI AI can sift through enormous volumes of data across your CRM and ATS, on external job boards and social profiles and can make decisions or recommendations on who out there might be the best fit for a short(er) list based on key words. Advantages: Saves immeasurable amounts of research hours scouring databases and the internet for qualified prospects to reach out to. It can also augment profiles to incorporate information from multiple sites including contact information – more research time saved. Eliminates bias by focusing only on job skills and competencies. Machine learning continues to improve results with Recruiter feedback. Where it can go wrong: Your AI may start out unbiased, but machine learning can begin to incorporate bias as it adjusts results to Recruiter feedback. It also doesn’t possess independent judgment to evaluate the quality of one’s content over another’s and therefore strong prospects may be overlooked if they have incomplete profiles, use different wording, lingo, acronyms or have highly transferable skills but lack specific key words. A colleague of mine once worked with a team in a Sourcing Center of Excellence where they compared the top recommended prospects from an AI sourcing tool to the top recommended prospects from a human Sourcer. Guess who found the best overall quality profiles? (Hint: the one with a pulse and the ability to make qualitative judgments). Lastly, depending on how the sourcing jobs are set up in the AI platform, Recruiters may need to refine the searches for machine learning repetitively for a single role across multiple geographies, rendering it completely inefficient. WHAT IS AI SCREENING? AI will scan applicant resumes for key words (a convenience for Recruiters) and can also pre-populate information into the online application (a convenience for candidates). It will weed out resumes that are the least key word rich compared to the job description. Advantages: This form of screening saves time for Recruiters in having to visually scan every applicant. It also eliminates bias by focusing only on job skills and competencies. Where it can go wrong: Again, the AI does not make any judgments on who might be the best fit, only who has the most matching key words. Also, if a resume has a complex layout, file type other than Word or PDF, fancy graphics, bullets, borders, lines, symbols, fonts or special characters, the AI may not be able to interpret it properly. So, strong candidates may be screened out through the automation and you’ve created a poor candidate experience. SCHEDULING AI can automate the scheduling process for phone screens and hiring manager interviews and sync with individual calendars. Advantages: Saves time and lots of back and forth trying to coordinate schedules and mutual availability via emails, phone calls and individual calendar management. Convenience creates a good experience for all and reduces time to fill. Where it can go wrong: Poor management of availability time slots. COMMUNICATION AI chatbots can automate the communication process, allowing candidates to get on demand answers about the company, the benefits, the process and their status in the process. Advantages: Can create a higher quality experience, when job seekers can get responses and answers to common questions. Text and chatbots can also automate and shorten parts of the apply process by collecting profile information up front during the Q&A session. Where it can go wrong: If poorly or incompletely configured, can be a source of frustration and waste of time contributing to a bad candidate experience. How AI can help recruiting? In a lot of ways, AI has made great improvements to the Talent Acquisition profession. Where it is able to sift through large amounts of data, keep people informed, shorten the process and provide convenience, it creates efficiencies of scale, enhances communication, removes bottlenecks and provides a higher quality experience for all parties. However, when used ineffectively or in place of necessary valuable human judgment or interaction, it can do more harm than good, resulting in inefficiencies, overlooking quality prospects, screening out quality candidates, and frustrating job seekers, recruiters and hiring managers. I’m also not sure AI can follow a “hire for attitude, train for skills” model. We’d love to hear your feedback. Drop us a note to tell us how your company is using AI and what advantages and drawbacks are you seeing.Continue reading
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