Choosing An AI Recruiting Assistant Wisely - WalkWater Talent Advisors

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Choosing An AI Recruiting Assistant Wisely -
WalkWater Talent Advisors
Quality is important when it comes to hiring
candidates for a job, isnt it? Then, it is also
obvious that quality be important for those who
are responsible for recruitment too. This means
that if you are hiring some one to help you
recruit candidates for your organization, you
also need to make sure you are hiring the right
people for the job. This is because one wrong
interaction between your recruiting assistant
and potential candidate can hamper the interview
and have the candidate to drop off on his own.
But today, most organizations are depending upon
AI assistants to help with the job. This makes
it even more important to evaluate the chatbot
quality, one that can deliver the best possible
candidate experience. Lets help you understand
the same with the help of a few examples.
Siri, with its limited communication
options Users use Siri for a variety of topics.
This is because Siri has an impressive knowledge
about almost every topic, considering the
breadth of functions it is able to perform.
However, this vast functioning means that Siri
knows a little about everything, but
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does not have enough depth about each topic.
Moreover, Siri has a very surface-level
understanding of the language humans use
to communicate. This is why users need to
communicate with Siri in a very specific and
limited manner. Its just the same like you
landing in a foreign country where people
understand only their native language, but not
English and you know only the basics of the
native language. This hampers your natural way of
communicating, which doesnt make you as
comfortable as you should be. Using this in the
field of recruitment, candidates would rather
speak to someone who can understand their
language and intentions, rather than wasting
their time trying to express something that
chatbots dont understand much. Bots create a
restrictive experience with Y/N questions, or
multiple-choice questions to candidates as
communication options, which is certainly not
the best possible candidate experience. The
natural language processing of such bots is not
sophisticated enough. Poncho, with its set
decision tree When you visit a store, your
experience highly depends on the interaction you
have with the attendant there. If the attendant
is attentive and understand your requirements,
giving you a relevant recommendation, youll be
looking forward to shop from there again. But,
what if the attendant doesnt seem to care to
understand what you want, and presents you with
options that dont match your preferences? You
wouldnt want to enter the store again! Poncho
is one such chatbot that was designed to tell
people about the weather. But, users found it
difficult to explain their questions to Poncho.
Chatbots like Poncho rung on something called a
decision tree, where it becomes difficult to
identify the question based on the question type.
When a chatbot
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isnt good at fixing a mistake or doesnt seem to
understand your intent, its a chatbot that is
powered by a decision tree. This isnt something
that recruiting leaders would want in their
recruiting chatbot. If a candidate deviates
slightly from the chatbots set path, the entire
conversation will be derailed. TayTweets, with
its Machine Learning capabilities An AI is
generally considered smart, but not smart in all
ways. That is because AI will quickly learn, but
it doesnt know what to learn, and what not to
learn. It doesnt have a mind of its own, so it
just absorbs whatever you provide it with. You
provide AI with data and a framework for
interpreting the data and it simply absorbs all
of it, with its machine learning capacities.
Thus, there is a lot that goes into following a
governance process to ensure that AI does not
learn from any wrong data. TayTweets is one such
Microsoft-released AI that used machine learning
for communication. The machine learning
algorithms used general unstructured data that
were fed to TayTweets by the Twitter community,
but was not subjected to screening by the
Microsoft team. Within a short time, the AI was
seen to ne sending out derogatory and racist
messages throughout the account! This is a great
example of understanding how everything can go
wrong is you dont have the right governance
around the data you are using to power machine
learning. A chatbot that lets in unstructured
data into its AI machine learning process can
make things go extreme in the case of
recruiting!
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Artificial Intelligence, or AI, is a fascinating
new technology that has been transforming
recruitment currently. But, there are lots of
things to be kept in mind while using AI, as you
can learn from the examples above. You thus need
to partner with leading talent acquisition
companies who pick an AI that creates a personal,
intuitive, and human experience for potential
candidates throughout the recruitment process.
Genuine and knowledgeable talent acquisition
companies in India, like WalkWater Talent
Advisors, would use conversational AI that have
great communication and understanding skills,
rather than one that works off a decision tree.
For more https//www.walkwatertalent.com/
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