Human capital

deploy them. There are many essential steps in the hiring process, and AI can deliver value at every stage. One key area is the sourcing of candidates. Tools have been developed that can reach out to potential candidates and match applicants against criteria specified by the employers. AI’s power lies in its ability to seek patterns in vast amounts of data, which is ideally suited to pre-employment assessment tools, matching candidates’ critical competencies to a company’s specific needs.

AI interviews allow the candidate to complete the process at a time and place that best suits them.

working with AI and predictive analytics engine Entelo. Microsoft, Lyft, Uber and WeWork, for their part, use WOO’s anonymous job discovery platform for the tech industry.

“Recruitment technology is a vast field, but we have specifically focused on on-demand video interviewing, assessments, chatbot and scheduling automation technology,” says Kevin Parker, CEO of HireVue. “Our trademark on-demand interviews, gamification and AI technologies provide recruiters with the ability to access significantly more job candidates every hour of the day with consistency and speed throughout the hiring process.” For the finance director, the prospect of saving both money and time, while HR hires from a better pool of candidates, is a win-win situation. With the Covid-19 pandemic making cost control measures essential, it is hard to argue against the adoption of AI-based solutions to ensure that a business has the right talent to recover from the impact of lockdown.

“Our trademark on-demand interviews, gamification and AI technologies provide recruiters with the ability to access significantly more job candidates every hour of the day.”

Kevin Parker

“Delivering interviews any hour of the day and any day of the week significantly reduces time constraints for hiring teams, minimising the time between advertising a vacancy and successfully hiring,” says Parker. “This ensures that organisations are reaching more applicants and hiring the best, most skilled candidates.”

Tooling up

More complicated than deciding whether or not to use AI recruiting platforms is understanding where best to


Once potential candidates have been identified, cognitive chatbots can spring into action. Using AI, machine learning (ML) and natural language processing (NLP), they can engage conversationally with candidates to automate the application workflow through text, web, and social media channels – making the application process more efficient and, ultimately, improving the whole experience for both recruiters and applicants.

“Our AI-driven chatbot solution enables talent acquisition teams to have engaging, personalised conversations with millions of active job-seekers any time of day or night on the devices they prefer, responding to questions and guiding them through the process in real time,” says Parker. “Incorporating AI and chat-based solutions provides candidates with regular, useful updates, helping organisations avoid the long-term reputational consequences of a poor hiring process.”

In the current economic climate, with fewer jobs and more candidates for each position, HR teams are stretched. Streamlining and automating connections with candidates and, eventually, the interview process can bring a significant competitive advantage in identifying better candidates faster. “One of the major benefits of using on-demand video and AI technology is the convenience that it offers to candidates,” Parker says. “The need to attend in-person interviews during the traditional workday is prohibitive to securing a new role, especially for hourly workers. With on-demand video interviews, candidates can participate at a time and in a location that feels most comfortable. This flexibility helps candidate access and performance, and unlocks a huge range of roles that were previously inaccessible.” Another key benefit AI promises is the ability to remove bias from the interview process. A dispassionate technology platform may not have the unconscious biases that humans might, so it can, in theory, make data-driven recommendations without discrimination.

“Like with any pre-hire assessment, it is necessary to thoroughly evaluate and test the outputs of any AI that makes talent screening suggestions,” says Parker. “On the rare occasion that any adverse impact is identified, models can be rebuilt to ensure that result is eliminated. If an adverse impact is

Finance Director Europe /


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