Using virtual assistants and artificial intelligence can reduce the talent selection process from 25 to five hours, but you have to know how to implement it.
1. Know the provider. The founder of Runa advises human resources managers to question distributors about their competition, as well as the number of customers — of the same characteristics of the firm that plans to hire the service — that they have in their portfolio because in this way they ensure the supplier company has experience in the market. Another recommendation is to know your collection methods. Many companies try to engage you with annual contracts without trying the service. If they want that, they should give you at least 60 days to try the technology with the option to cancel it if it's not what they sold you.
2. Be totally clear about what can be automated. McColgan indicates that the priority is to know how the human resources department carries out the recruitment process and then be able to optimize it. «This is important before choosing the provider because you will know what happens in your process and what questions you should ask and if the tool meets 100% what your company needs,» he says.
Now, to spend 25 working hours recruiting only five, you have to establish the functions that can be automated, says Gabriela Rodríguez, regional director in Latin America of Evaluar.com. Publication of vacancies, virilization in social networks, filtering and qualification of curriculum, identification of skills, interview filter and generation of reports, are some examples.
3. Pose the new indicators. The results of artificial intelligence should be measured with indicators other than those used in manual tasks. You can't incorporate technology and let the average time to fill a vacancy be 21 days.
Some of the new points to evaluate may be the index of candidates that arrive in each recruitment process, the sources by which the best-qualified professionals are discovered — and who are finally hired. where the hiring process is stuck and the success rate (how many offers the company sends and how many are accepted), in addition to how much it costs to select a candidate and how the cost is divided during the process.
Read More: Recruitment Automation