Have you ever heard of the game where eight people stand in the dark and touch an elephant? Nobody knows it’s an elephant. But because there’s no light, the people in the room start guessing that it’s a suitcase or a gardening hose or something else entirely.
Here’s the thing: You’re all standing in front of an elephant. And depending on where you are in the room, your perception of what you’re feeling will be different. That’s a lot like the interview process.
At most companies, the candidate is taken from person to person to decide whether he or she is a good organizational fit. People from different departments will likely have different perceptions of the potential hire. After all, they’re all looking at the candidate from each of their individual vantage points, which can make it difficult to reach a consensus.
But what if there was a way to get a 360-degree view of a candidate — where everyone is able to make a decision based on the same information about the talent?
AI and other talent intelligence give HR and hiring managers the clarity they need. In fact, 59 percent of talent professionals say these interviewing innovations make it easier to assess a candidate’s soft skills, while another 43 percent argue that artificial intelligence helps eliminate bias. It also has the potential to shorten the interview process (67 percent) and recruit better candidates (31 percent).
As an employer, you want to hire competent, well-rounded employees. AI plays a role in this by adding to the collective wisdom you bring to the table when deliberating about whom to hire. Here are a few other ways AI can streamline your entire company’s interview process:
It provides an extra set of ears.Let’s say you’ve got six employees participating in the interview process. If two of them can’t meet with a candidate, AI is there in their stead to document everything that happened.
AI can provide recordings and searchable records for employers to go back to. This way, if someone wasn’t able to attend, they can assess a candidate and provide timely feedback that keeps the process moving.
It identifies themes. Are you ever left wondering after an interview ends whether the candidate checked all the boxes you wanted? AI can take that big-picture view of the interview and leave the in-conversation minutiae to you.
Some talent intelligence will create a word cloud from the interview process. This can highlight the most frequent keywords or phrases used by a candidate, giving you deeper insights into how that person will fit into the company, culture, and role. This functionality contextualizes those terms and helps a hiring manager continue to assess a potential hire.
It maintains focus. When interviewing a candidate, you can get so wrapped up in taking notes that you’re not actually present in the conversation. This could lead you to miss an opportunity for a follow-up question to a candidate’s answer. Sometimes, you need to dig deeper to get to know the person across the table.
AI assistants can do everything from creating action items to compiling follow-up items. During an interview, that can keep your team focused on what’s being said; afterward, it can help determine what needs to happen next.
Finding the right talent is difficult enough. But when everybody has a different perception of a candidate, someone will have to make concessions — and that’s not the best way to hire a new employee. AI gives everyone a clearer picture of the talent pool, allowing your team to come to a collective decision.