Conversational AI refers to using artificial intelligence (AI) and natural language processing (NLP) technologies to create automated interactions between computers and humans through conversation, either via voice or text. Conversational AI systems are designed to simulate human-like conversations and understand the nuances of human language, including context, tone, and intent. These systems use machine learning algorithms to analyze and interpret natural language input and generate relevant and appropriate responses to the conversation. They’re highly advanced, and it’s usually hard to know the difference between speaking to a human contra a machine.
A simple Google search, and you would find quite a wide application scope for conversational AI, which is also the magic of it - there’s a bot for nearly every part of the recruitment process. Your task is to find in what area you could benefit from it the most.
Conversational AI, such as chatbots, can create a more personalized and engaging experience for job seekers. This is because chatbots can provide immediate support and assistance, 24/7, to candidates at any stage of the recruitment process. A chatbot can answer frequently asked questions about the company or the role, provide information on the status of an application, or assist with technical issues that may arise during the application process. Recruiters can thereby ensure that candidates receive timely and relevant responses, which can help reduce the frustration and anxiety that candidates may feel during the recruitment process. This, in turn, can improve the candidate experience and lead to higher engagement and conversion rates. A bullet-proof candidate experience is important because, for one, according to a recent survey, 49% of job seekers have declined job offers due to a negative candidate experience. What the bots ultimately do is make the candidates feel valued and strengthen their own feeling that their time is well-spent, which in return mirrors you.
A splendid usage of conversational AI is to automate routine tasks that recruiters typically perform, such as screening resumes, scheduling interviews, and sending reminders to candidates. Hubert is an example of a chatbot that can conduct initial screening interviews and assess qualifications, experience, and fit for the role. This drastically reduces the time spent reviewing resumes and screening candidates. By automating routine tasks, recruiters can save time and focus on tasks that require human input and judgment. For example, strategic activities, such as building relationships with candidates, creating a strong employer brand, and making hiring decisions.
All of these actions can highly improve the overall efficiency of the recruitment process and lead to faster hiring times.
Collect and analyze data on candidate interactions, such as how candidates respond to questions and the types of inquiries they make. This data can provide valuable insights into the recruitment process as a whole and help recruiters improve their strategies and tactics.
By analyzing the data collected by a chatbot, recruiters can identify the types of questions that candidates commonly ask and use this information to create better job descriptions or FAQs. Similarly, recruiters can use the data to identify areas where candidates are experiencing difficulty or drop off during the recruitment process and make improvements to address these issues. All in all, recruiters can gain a better understanding of the candidate experience and make data-driven decisions to improve the recruitment process. This can increase the effectiveness of recruiting strategies and ultimately lead to better hiring outcomes.
If this aroused your curiosity, but you’re not sure how to begin, remember that most AI service providers gladly do demos of their products. Sign up for some to get the full picture, gain more insights, and understand how they can benefit your business.