Reinventing The Recruiter With AI And EI
Recruiters can then deploy their
emotional intelligence skills.
The most important emotional
intelligence trait is empathy.
Recruiters who can tap into that
emotional insight will have time to
truly consider the recruiter-candidate
dance from the candidate’s
point of view. Thus, a recruiter can
ask herself: “How is this person
being treated? How would I feel
if it had been two weeks since
the initial interview and I hadn’t
heard from anyone? How can I be
a courteous, warm presence in
this person’s path to his perfect
This kind of thinking and action
isn’t just “nice”--it’s part of
developing a strong employer
brand and to attract the right
talent, using insights and human
connection. So far, this connection
still requires humans: kind, polite,
emotionally intelligent humans.
Are your recruiters EI ready?
Caroline Stokes is the CEO
of FORWARD, author of Elephants
Before Unicorns (Entrepreneur
Press, Sept 2019) and host
of The Emotionally Intelligent
Recruiter (Season 2 launches in July
Would you like to comment?
Pymetrics: A candidate
encounters Pymetrics as the first
step in the recruitment process.
The candidate then takes a 20
minute assessment, during which
Pymetrics analyzes memory,
planning, attention, risk tolerance,
and learning style.
What makes Pymetrics exciting
is that the “assessment” is
actually fun--the candidate plays
computer games for 20 minutes.
All employees of the organization
take the assessment, too, so the
candidate’s data is then held up
against team members’ data to
see if he/she is a good fit. If not,
Pymetrics directs the candidate
to other organizations with which
they might better integrate.
Pymetrics demonstrates care for
the candidate at every step.
SquarePeg: SquarePeg serves
as a matching service between
candidate and organization
almost like online dating.
Candidates take an assessment
which takes into account
psychometrics and preferences.
Then they receive results which
tell them how they “matched”
with certain employers, and are
given the chance to personally
connect with team members at
Candidates interact with
SquarePeg before they have the
first conversation with a recruiter.
On the hiring side, recruiters
are handed a curated list of
individuals who would be a good
fit for the company and already
have an interest in working there.
In a candidate driven market, this
is a great way for talent to identify
where they are most likely going
to be successful.
HiredScore: HiredScore is an HR
tool that dramatically improves
the candidate experience. The
company’s algorithms mitigate
for unconscious bias: the goal is
a diverse workplace, not one in
which the hiring manager hires
people with similar backgrounds
or proclivities. Candidates are
given a score, allowing recruiters
to see qualified candidates the
moment they apply. Candidates
who aren’t a perfect match get
the news very soon: often within
24-48 hours. The torturous waiting
game doesn’t exist here.
What’s more, HiredScore has
a feature which allows hiring
managers to find qualified
candidates even several years
after the interview. Some “dream
job” matches have been made this
way. For HiredScore, “we’ll keep
your resume” isn’t just an empty
phrase. The candidate experience
is first throughout the entire
process; the result is a positive
employer brand that candidates
are happy to return to, even after
an initial “no.”
When AI tools such as these are
utilized, recruiters can focus on
more than the bottom line. Gone
are the days of sifting through
endless LinkedIn profiles and
anyone who looks promising,
then chasing after them like a
desperate suitor. These tools
allow recruiters to nurture warm
leads and identify gaps for
sourcers for targeted approaches.
Talent Acquisition Excellence presented by HR.com AUGUST 2019 17 Submit Your Articles