Through our assessment experience and collaborative research with Shaker Assessments International, we have found that there are seven key factors to consider to ensure a positive experience for candidates during the selection process and these can be divided into two categories: those that address the process, and those that affect the experience.
Process factors include the ease of use, length of the process, setting realistic expectations for what the process will be like and communication from the hiring organisation. Experience factors include candidate engagement, how informative the application process is, and a meaningful opportunity for the candidate to demonstrate their skills.
While AI has the power to create assessments to support these factors, so far, few employers have used this potential to their advantage. To date, there is little evidence that first generation AI tools are improving the candidate experience and fears have been raised about legal, ethical and privacy issues. For example, is it appropriate for AI to analyse a candidate’s social media account to predict their suitability for a job based on inferred personality characteristics? Is it appropriate for information a candidate expected to be private, to be used to evaluate them for a position without consent? Our position at PeopleSense by Altius, is that it is only appropriate to use data that the applicant expressly approves or provides, such as assessment and interview responses.
Given the concerns about privacy and the focus on corporate efficiencies, does the advent of AI in recruitment doom the candidate process to be a soulless, cold, and dehumanising examination? Not at all, AI can and will lead to a host of exciting improvements in the candidate experience including:
Overwhelmingly, candidates prefer an experience that feels more like how they interact with technology at work and in their personal lives: fewer multiple-choice selections, more open-ended questions, typed responses, more chances to respond genuinely and to offer information about who they really are. This implies that it is less to do with whether a candidate meets the minimum requirements for the position and more to do with how their past work experience and skills sets will prepare them for a particular role.
A realistic assessment experience, coupled with predictive accuracy, will result in a better candidate experience for prospective applicants and a better quality hire for the organisation. Deployed with care and intent, human-centred AI use for recruitment can truly make the hiring experience better than ever for the candidate, not just the company.
Grant Meyer is a Principal Consultant within the PeopleSense by Altius Organisational Psychology team. The team offers best in class solutions to optimise the selection, engagement, development and performance of employees – while strengthening organisational culture and climate.