Ai Is Far From Perfect — 5 Ways To Automate Your Hiring Process With Minimal Errors

Automation is inevitable these days for a productive hiring process. However, having small value judgement and personalization tin lead to missed opportunities and errors.

When doing investigation for my edifice and hospitality business platform, I saw for myself nan galore glitches and mistakes overreliance connected automation tin make connected companies' business listings and hiring processes.

After hiring hundreds of people, here's really we support things businesslike and meticulous moreover pinch our automated systems.

1. Have evergreen pipeline jobs (but not shadiness jobs)

A caller study showed that 4 successful 10 companies posted a shadiness business listing successful 2024, and 3 successful 10 are presently advertizing for roles that don't exist. These shadiness jobs are often posted to build a talent pipeline. However, these sometimes lead to business listings that don't exist… followed by angry applicants.

If you do personification evergreen jobs, specify nan ongoing value of nan domiciled successful your business mentation (e.g. for talent pooling). You tin too bespeak hiring timelines (e.g. applications are processed incorrect six months).

Doing this gives a clear disclaimer to each applicants. You tin too spot a elemental relationship successful your confirmation email truthful they're not adjacent excited for a less weeks and yet turned disconnected erstwhile they don't get anything.

Related: Employers Are Posting 'Ghost Jobs' But Not Really Hiring — And Annoying Job Seekers Along nan Way

2. Ask targeted questions alternatively of elemental keywords for non-negotiables

If you want to cognize nan depths of your candidate's qualifications and cheque whether they're not inflating resumes, past relying connected keywords isn't nan champion measurement to go.

If you're hiring an SEO maestro pinch years of experience, you'd want to spot wherever those years went. Instead of relying connected keywords, inquire nonstop questions successful nan exertion process. Consider nan question: "What's your acquisition pinch [software name]? You tin moreover inquire them to title their knowledge successful different programs, for which you tin proviso a list. For example, "Rate your knowledge of nan pursuing devices from 1 to 5, pinch 5 being nan highest."

Questions for illustration these fto you to prioritize candidates pinch nan expertise you attraction astir nan most.

3. Allow for small circumstantial ATS keywords and measurement them

Using applicant hunt systems (ATS) to sift done resumes based connected keywords is point new. In fact, immoderate statistic opportunity 75% of recruiters and hiring managers usage an ATS. However, relying connected this method unsocial tin consequence successful missing qualified candidates who usage different wording to image their skills.

Even if personification has years of acquisition successful accelerated food, that personification tin get rejected conscionable because they didn't put "customer service" arsenic 1 of their skills connected their resume (even though they included different skills for illustration "teamwork" aliases "problem-solving").

To debar this, you tin usage Boolean operators for illustration "or" and wildcards (*) erstwhile configuring your ATS. For example, if you're looking for personification fluent successful English, you whitethorn want to consider:

• (fluent OR fluency) AND English
• (proficiency OR proficient) AND English
• Engli*
• Fluent* OR Fluency*

You tin too represent replacement keywords aliases phrases consecutive into your ATS. Examples of nan aforesaid suit are arsenic follows:

• Fluent successful English
• English fluency
• English relationship skills
• Proficiency successful English
• Advanced English skills
• Bilingual: English

You tin create each these synonyms nether a azygous tag successful your ATS. Having this cognition of Boolean logic, synonyms and tags successful your ATS tin thief debar removing applications from qualified candidates who conscionable worded their qualifications a mini differently.

Now, depending connected what you want to prioritize successful your business listing, you tin delegate higher relevance scores to overmuch captious keywords. For example, if you're hiring for a edifice manager, coming are keywords and their circumstantial weights.

• 5+ years of acquisition successful edifice guidance (20 points)
• Certified edifice administrator (20 points)
• Proven measurement grounds of starring teams of 50+ portion (20 points)
• Bachelor's people (in hospitality management) (15 points)
• Fluency successful English (10 points)
• Master's people (in hospitality management) (5 points)
• Knowledge of nan conception Miami area (5 points)
• Budgeting and forecasting skills (5 points)

Keep vetting and revising keywords arsenic necessary. Don't group keywords and instrumentality to them for nan adjacent less years.

Related: Automation Is Driving Us Toward Self-Employment

4. Use a chatbot for your occupation page and societal media

Make things easier for yourself and for applicants by incorporating chatbot assistance connected your occupation page. It doesn't personification to beryllium arsenic analyzable arsenic L'Oréal's technology, wherever 145 value recruiters sift done astir 2 cardinal applications pinch a chatbot.

Rather, build a chatbot pinch circumstantial features truthful it tin reply applicants' questions and lead them to nan jobs they're consenting in. Make judge they tin image your company, break down existent business openings and requirements, specify who to email aliases scope retired to regarding applications and more.

You tin too personification chatbots quiz nan applicant connected difficult requirements to lead to positions wherever they are qualified.

5. Vet your ATS and wide hiring process

We tin only study from mistakes if we cognize nan guidelines problem. To cognize your automated systems are really doing their job, past cheque if they're tin to meet your recruitment needs and group arsenic needed.

Evaluate nan systems' performance, peculiarly during high-volume recruiting periods. Revisit your hiring process each now and then. Are your keywords getting nan correct benignant of candidates? Are nan questions you inquire candidates getting nan benignant of answers you want?

The cardinal to avoiding hiring nightmares lies successful intelligent integration. Companies that successfully blend automation pinch value penetration will beryllium nan ones to thrive successful nan agelong run. The early of recruiting isn't afloat automated, and it shouldn't be.

It's a business betwixt exertion and humanity.