Powerful Ways of Improving the Candidate Experience Using AI
In my last blog post, I wrote about the transformative impact AI can have on careers. I touched upon how AI can enhance service delivery and make it more efficient and accessible. There is also an opportunity within the public sector to continue to innovate with AI while enhancing the candidate experience during the recruitment process. There are several ways AI is being used to improve this experience, along with some examples and benefits so let us go through them to better understand how AI can ethically benefit this process.
Personalized Communication
Public sector organizations and entities can utilize AI-driven systems to automate communication with candidates, which can provide personalized updates and information throughout the application process. This could help candidates from feeling ghosted or ignored, which harms their experience and pushes them into giving bad reviews to potential employers. One example includes employing automated email updates. AI can be utilized to send personalized and tailored emails to candidates at various stages of the hiring process, which keeps them informed about their application status. The key here is consistency in communication, which keeps them informed and feeling valued. Another example includes the use of AI chatbots, which can answer candidates’ questions in real-time, and provide information about current job openings, application processes and procedures, and even organizational culture. This will allow the candidate to feel confident and in control of their job search instead of sitting around waiting for a response. It will also help to reduce their anxiety and keep them engaged with the process and the organization.
Virtual Assistants and Chatbots
AI chatbots can interact with candidates on career sites by answering questions and guiding them through the application process. An example of the type of assistance this can provide is chatbots helping candidates complete applications correctly by answering specific questions and providing tips and insight. This can be helpful because 92% of candidates drop off in the application process – and over half quit because of application length or complexity, according to SHRM. In addition, virtual assistants could automate the scheduling of interviews, which allows candidates to choose convenient times from available time slots. This improves accessibility and makes job searching easier if you are on the hunt while still working full-time. It also reduces the burden on HR staff, while increasing efficiency and speeding up the recruitment process. I know that each of us who engages in all the touchpoints of hiring could benefit from increased efficiency and speeding up the recruitment process. This could also be crucial because candidates are 38% more likely to accept a job offer if they are satisfied with the application process. Improving their experience also has a significant impact on the organization’s ability to attract and retain top talent.
Enhanced Job Matching
Enhanced job matching would allow AI algorithms to analyze candidate profiles and job descriptions to recommend the best matches for each applicant. One example is a recommendation engine that utilizes AI to suggest job opportunities that align with a candidate’s skills, experience, and preferences. Another example is a skill assessment tool in which AI can evaluate candidates’ skills and suggest roles that best fit their profiles.
Full disclosure I am a bit more hesitant about this concept because I think that it could harm our critical thinking skills. I also believe that if a professional is trying to change careers or try something new it could potentially pigeonhole them into what they already know and have done in their career. However, there are pros (as with every con!) and one is relevance. Candidates are more likely to apply for jobs for which they are well-suited. Will candidates agree with the suggested roles? That remains to be seen because some may, and some may not, which could be contingent on their career stage and career goals. It also can offer a tailored job search experience. Personalizing the experience can be more candidate-centric and more well-liked among some. Others may not like having their job search at the mercy of an algorithm.
AI has the potential to significantly enhance the candidate experience in the public sector.
AI-Powered Assessments and Feedback
One more concept is utilizing AI tools to conduct initial assessments of candidates’ skills while providing them with immediate feedback. One example is an online assessment in which candidates can interact with these tools on a career site to learn what career path or role may be best depending on their results and the profile. Another example is an interactive simulation, where AI can create realistic job simulations to assess candidates’ practical abilities and decision-making skills. The benefits include transparency and speed because it provides candidates with clear insights into their performance while also speeding up the evaluation process and facilitating quicker decision-making.
Data-Driven Insights
How this works is an AI tool can analyze data from the recruitment process to provide insights into candidate preferences, application trends, and areas of improvement. The first example of this is feed analysis. This is a process in which AI can analyze feedback from candidates to identify common pain points and areas for improvement within the recruitment process. Another example is trend identification. This is where AI can identify trends in the candidate’s behavior and preferences, which can assist in tailoring the recruitment strategy accordingly. The benefits of utilizing data-driven insights can be extensive because it leaves room for improvement by improving the candidate experience by addressing identified issues. It also allows for a more tailored approach to recruitment based on the data-driven insights received. There should always be room for improvement because candidates are 38% more likely to accept a job offer if they are satisfied with the application process (Glassdoor).
So, Why Is The Candidate Experience Important?
The bottom line is that if a candidate has a poor experience in the recruitment process, then they see it as a red flag regarding their potential employment experience. A positive candidate experience can enhance your organization’s brand reputation, which enhances the ability to recruit and retain top talent. It can also increase employee referrals and increase engagement throughout the hiring process. A positive candidate experience can also lead to a better quality of hires because candidates will be more likely to accept job offers if they feel respected and valued throughout the process. It can also provide an organization with a competitive edge- something that is important in the public sector when it comes to hiring Gen Z. Lastly, a positive candidate experience can enhance diversity and inclusion because candidates with diverse backgrounds are more likely to apply to organizations that have a reputation for being respectful and inclusive throughout their processes.
AI has the potential to significantly enhance the candidate experience in the public sector. By ethically leveraging technology, the public sector can create a more efficient, engaging, and candidate-friendly recruitment process, which attracts and retains top talent.
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