Candidate Experience 2.0: Using AI for Efficiency Without Losing the Personal Touch

In the current and rapidly developing nature of recruitment, the application of AI systems is becoming popular. Organizations are beginning to use artificial intelligence in their recruitment processes, whether it be through scheduling interviews or prescreening candidates. However, it is important to acknowledge that although AI can go a very long way toward improving efficiency, it is far from replacing human intuition and touch altogether. Thus, creating a proper combination of augmented technological support and the human approach is necessary to ensure the recruitment process offers candidates a smooth experience.

The Importance of Candidate Experience in the AI Era

It is important to understand candidate experience as one of the components that shape potential candidates’ perception of the employment opportunity, the brand, and its values. Candidates, therefore, feel valued and respected if they are offered a positive experience even though they might have been rejected for the job. A good experience can improve the company's image and bring more clients and employees. In contrast, a bad experience can negatively impact the company’s image and increase employee turnover.

According to the current employment scenario, job applicants have diverse opportunities at their disposal. They are influenced in one way or another by the experience they receive during each company’s recruitment process; this experience often affects their decision about joining a company or moving on to the next.

Leveraging AI for Efficiency

AI-driven systems produce key advantages in self-service recruitment processes, automating procedures like screening CVs and scheduling interviews. Using these systems, organizations can process a large number of applications for a certain job and reject or shortlist candidates based on certain parameters or set interviews based on candidates’ calendars.

In addition, by utilizing AI, recruiters can avoid bias and rely on accurate data to assist them in making fair decisions.

However, despite AI’s benefits, organizations must ensure they avoid losing touch with the human element in the recruitment process. Candidates want to feel valued and unique rather than going through mass production, so it’s good to keep the process a little personal.

Using AI Mindfully

Using AI in the employee acquisition process is beneficial for both the employer and the candidates. It can provide candidates with constant updates regarding the process, thus minimizing candidates’ anxiety. There can also be a real-time cloud system that informs candidates of their applications’ current status. It might result in candidates preferring such a company that ensures timely, transparent communication and is technologically advanced, which is especially appealing to Gen-Z workers.

Maintaining the Human Touch

Employers should prioritize the human touch in the final stages of recruitment. In these stages, whether you are appointing or rejecting candidates, they get a chance to deal with real people who can answer questions and understand their concerns. Recruiters can illuminate candidates’ questions about the organization’s culture, purpose, and people.

Furthermore, human recruiters should deliver personalized feedback after interviews for every candidate. Such feedback is appreciated by even candidates who did not get the job. It enhances their preparation for future endeavors, while the company ends the process with a favorable impression on the candidate.

The last rounds of the selection process are also equally important in shaping candidates’ impressions about the company. Thus, personal contact during these stages can greatly enhance the candidate’s final experience and increase their possibility of accepting the offer.

Striking the Right Balance

The biggest challenge of integrating artificial intelligence in recruitment is maintaining the human touch. Therefore, organizations must decide which processes are suitable for automation and which need the personal human element. For instance, although the use of AI for screening resumes is effective for the first stages of filtering applications, it is the recruiter's function to decide who goes to the next round.

Furthermore, organizations must ensure that their recruitment team is adequately trained to apply AI-based tools. Training on technicalities, common issues, troubleshooting, AI ethics, biases, and the details of the people to contact in case of difficulties may help the team become familiar with and confident about the integration.

Navigate the Future of Recruitment with PERSOLKELLY!

In an age when AI is becoming an increasingly relevant factor in the recruiting and hiring process, a pleasurable candidate experience is more important than ever. Businesses need to tread this terrain very wisely since using AI to automate recruitment without involving human recruiters may make the process alien and lack empathy. Thus, a great combination of the two intelligences is required.

At PERSOLKELLY, we embrace technology to make your tasks easier while realizing the importance of personal touch. Whether you need to hire better, hire faster, or improve your candidate experience, PERSOLKELLY has the solutions you require. Collaborate with us to untangle the new challenges of recruitment and hire the people who will set your business on the right path.