According to the SAGEA Candidate Insights Survey, the average number of applications received per job vacancy is 82 in South Africa in 2020. Candidate screening is a crucial part of the hiring process as no organisation has the time or resources to interview all the candidates.
With the technological revolution, many organisations are switching to Artificial Intelligence (AI) and Machine Learning (ML) algorithms for screening candidates. Innovative technological tools have become indispensable in ensuring that candidates are efficiently screened and evaluated.
Technology Tools For Effective Candidate Screening
Multi-Point Resume Evaluation
Although a resume evaluation should not be the only evaluation technique, it is nonetheless an important process which cannot be ignored. It is estimated that a recruiter takes on average 7.4 seconds for initial screening of a resume. This can easily lead to misjudgements.
Talent acquisition platforms use AI to screen resumes at multiple points. The algorithms offer several advantages in making the screening process more efficient.
They save time in the initial stages, giving the recruiter more time to engage with potential employees later on when they have been better qualified. They also speed up the overall recruiting process for the applicants, providing them with a better experience.
Talent acquisition platforms driven by AI are incredibly successful due to their ability to not only pick up on target keywords but also to analyse and weight them based on date and longevity. Applicants enter keywords onto their resume which represent their education, skills, experience, and location.
Using the keyword ‘HR Analyst’ as an example, AI can detect when the applicant associated this word on their resume to indicate the number of years’ experience. It can also tell whether this should be highlighted or downgraded based on whether the person has continuous experience or not and if that is a job requisite.
However, candidates don’t always include the exact search terms in their resume that the AI algorithm is programmed to detect. This can result in competent candidates going unnoticed while incompetent candidates get past this stage. Other candidate screening tools, therefore, come in very handy.
Every organisation ultimately wants an employee who can do the job. Such skills can easily be assessed during staged tests, which are effective in screening and evaluating candidates. Staged tests are meant to replicate tasks that candidates will be required to do in the future, should they be selected.
For instance, IT candidates can be given an online coding assignment with a time limit. This will give an indication of how well the candidates would be able to code at work. Potential writers can be given a writing assignment to test their research and writing skills.
These skills tests allow you to reject candidates who are not able to do the job right from the beginning and prevents you from wasting time by interviewing them. Hiring the wrong employee can prove to be very costly to an organisation and a skills test is very helpful in preventing this from happening.
Personality tests allow you to evaluate important characteristics such as cooperation, motivation, diligence, and trustworthiness of the candidate. A personality test is an essential tool which can be used in candidate screening as it can predict how the candidate’s behaviour will be at work.
It also allows you to assess whether the candidate will perform well in the job environment and whether the candidate will adapt to the company’s culture. It is important that the candidate’s behavioural tendencies match the company’s culture as every organisation wants the best talent to stay as long as possible.
However, there is some controversy about current personality tests as they are often limited and do not provide accurate results. AI can play a significant role in reducing the current shortcomings of personality tests.
At the University of South Australia, researchers have investigated the potential of using an AI program to determine behavioural characteristics based on the candidate’s eye movements. AI personality tests have the potential to become very accurate tools in candidate screening.
Online simulation tools based on AI can also be used in assessing the cultural and team fit of potential candidates. For instance, there might be 15 qualified candidates who can do the job properly. However, organisations need someone who will be able to work well within a team and adapt to the work culture. Online simulation tools can give good predictions in such cases.
A video introduction can be an effective tool in the screening process. For instance, if the job requires excellent presentation skills and confidence, a video introduction will allow you to assess the candidate’s skills such as communication and body language.
Video introductions can be easily made, using just a smartphone. You can provide a time limit and a topic to candidates. Video introductions can quickly allow you to screen candidates and to select the ones who demonstrate the best skills.
Innovative Technological Tools Are Crucial In Candidate Screening
In conclusion, it is evident that technology plays a crucial role in screening and evaluating candidates. Tools based on AI can assist in automating the screening of candidates’ resumes. They help to narrow down suitable applicants to move forward to more personalised interviews which can be the deciding factor on the hire.
If you would like to know more about &Team for efficient candidate screening and evaluation, schedule a demo with us today.