There are far more factors influencing the response rates than technology alone. Several external and internal factors are playing into the overall results and are very important to be aware of.
Let’s delve into the main factors that can influence response rates for AI-driven interviews.
Employer brand, essentially the company’s reputation as a place to work, is in almost all cases the most significant factor. If a candidate feels that they will be proud to work at a company or believes the company aligns with their values and career goals, they are more likely to engage actively in the screening process, even if it’s AI-driven. A strong employer brand sends the message that the company values innovation, and adopting cutting-edge recruitment tools like Hubert reinforces that perception. At Hubert, we have the pleasure of working with some very well-known brands, and for the top brands, it's not unusual for the response rates to hit around 90%.
Where applicants discover the job listing can also influence their enthusiasm and trust in the process. Job listings on reputable job boards or direct company websites may yield a more positive response than those found on less-known platforms or job boards. If an applicant finds a job listing on a platform they trust, they are more likely to trust the subsequent interview process. In some cases, there are also other incentives for applicants to apply for a job than simply getting the job. For example, it’s often required that unemployed people actively apply for jobs and show proof in order to get the monthly welfare check.
The trust in AI-driven processes is still building. If candidates have had positive experiences with AI and chat-based tools in the past or have heard favorable reviews from peers, they are more likely to respond positively. Highlighting the success and accuracy of tools like Hubert can help assuage any apprehensions.
The more transparent the company is about the recruitment process, the higher the likelihood of positive candidate engagement. It’s crucial to inform candidates about the nature of the stages, how data will be used, and how the scoring system works. This clarity reduces anxiety and uncertainty, leading to higher response rates. We always encourage our customers to include a detailed description of how the process works and help create material covering the AI interviews.
One of the key selling points of AI-driven interviews is their convenience. The promise of a quick yet thorough screening process is attractive to many job seekers, especially those applying for high-volume positions. Emphasizing the speed and ease of the interview can be a significant draw. And the fact that the interview can be taken outside of working hours is also a big plus.
While AI-driven interviews offer scores, some candidates might appreciate feedback, especially if they are not advancing to the next round. Companies that offer feedback mechanisms might witness higher engagement and trust in the process, resulting in better response rates for future positions. Hubert will always supply the candidates with a note on what he/she did well and what areas can be improved for next time.
While AI-driven interviews, like those provided by Hubert, are revolutionizing the recruitment landscape with their efficiency and objectivity, it’s essential to remember that human factors still play a massive role in the process’s success. The company’s reputation, the clarity of the process, and the convenience offered to candidates can heavily influence response rates. As businesses continue to integrate AI into their recruitment processes, understanding these influencing factors will be paramount to success.