Robot recruiting urges up the idea of a human-like machine sitting in front of a computer and typing with its metallic fingers on a keyboard, for example, to select candidates. All clear: This vision belongs to the field of science fiction. Nonetheless, Robot Recruiting has become a reality in human resources departments.
It refers to smart algorithms that help with the selection of personnel, automatically provide applicants with information about vacancies or “advise” them on the career opportunities in the company. Correctly read: advise. Meanwhile, Robot Recruiters are so smart that they can already answer individual questions to talents. Just not from eye to eye.
Robot Recruiting: Dialogue with the robot
It may well be that you have long since made the acquaintance of a Robo Recruiters – without knowing it. Robot Recruiters are spreading more and more.
You may know that: You are looking for a job and surfing the net. A chat window pops up, and an associate offers either his help or additional information. If you have already received such an offer, you probably had the impression that your questions answered almost accurately.
At some point, you seemed over-excited that he offered you the direct contact with a recruiter. Then you almost certainly talked to a chatbot. By their very nature, these eventually reach their limits of knowledge. More on that later.
Chatbots: Robots for communication tasks
Chatbots are mostly used for communication tasks. In the consumer sector, companies have been using digital assistants for some time. For example, to save users from the annoying scrolling through of FAQ lists.
The chatbot delivers the answer to your questions in a simulated dialogue. So the information search is much faster than before. The chatbot is thus a real service to the customer.
In the meantime, the chatbots also perform their assistance on career homepages to candidates. You will get answers to questions about:
- Career options
- Training opportunities
- Work-Life Balance offers
- Home office
- Flexible working hours
- Working atmosphere
The knowledge of a Robo-Recruiters is limited!
However, the knowledge of a chatbot is only as pronounced as the applying company allows. Because before the Robo-Personnel can answer questions at all, all answer options must first be deposited neatly in the backend.
At first, that’s a bit of a hassle. In the long run, however, this pays off, because the bot noticeably relieves the recruiter as soon as he has reached a certain level of intelligence. This saves him from answering many phone calls and emails, leaving more time for other things.
As a result, digital career counselors are spreading rapidly: According to the Study Recruiting Trends, every tenth company in the IT sector offers this service to its candidates, an increase of 5.4% points compared to the previous year. Tendency probably still rising for the candidates, the Robot Recruiters are more than welcome. About half of the applicants would like to use the small helpful dialogue partners regularly in the job search.
What is Robot Recruiting? A definition
Robot Recruiting is a lot more to it than just automated dialog systems. In other areas of recruitment, Robot Recruiter is already at work; behind it are smart programs and algorithms that relieve employees seekers of time-consuming everyday tasks and deliver results at the touch of a button.
Attention, it’s getting a bit technical! For example, there are now software solutions on the market that independently analyze applicant data:
- Curriculum vitae
- Write to
- Work samples
These programs use the documents to filter out the candidate’s soft skills, further education, the course of the training and the specialist knowledge and list the information found in the applicant’s applicant management system. The advantage: the recruiter no longer has to transfer them manually and can process them digitally.
Robot Recruiting: Robots pick candidates
The robot even decides whether a candidate is suitable for the job or not. When doing that bots compare the candidate’s abilities with the skills needed to find a vacancy and compiles a ranking of candidates who are more or less likely to be candidates.
Robot Recruiting is finding more and more followers. According to research findings from the study, seven out of ten of the top 1000 companies and about two-thirds of the IT companies assume that the systems will be used more frequently in the future. At the moment, only 5.8% of companies rely on an automatic preselection of applications still 13% plan for the future.
Robot Recruiting: What the critics say?
The trend has also caught the eye of critics, and they fear that human factor will be neglected in Robot Recruiting, How should a robot be better able to judge than a human whether a candidate of type fits the company? Jobseekers are also a bit worried about Robot Recruiting that applications might be good candidates for a possible job may get rejected by the robot due to programming error and thrown out of the race.
But as the systems evolve, acceptance increases. Especially since the experience gained so far with robot recruiting seems to prove the exact opposite: robotic recruiting tends to enable non-discriminatory hiring. Bots cannot be influenced by skin color, gender or ethnicity and so the talents come in the shortlist.
Direct addressing of candidates
However, robotic recruiting also works when addressing candidates directly because applications are increasingly absent in times of a shortage of skilled workers, people looking for a job increasingly seek out talent themselves. Candidates research business networks such as Naukri and LinkedIn and address potential candidates there to alert them to a vacancy. However, if you do this manually, you have a lot to do.
In turn, Robot Recruiting can help, algorithms search resume databases, social media and business networks for suitable talents at the same time and not one after the other. Even individual subject communities such as Github or StackOverflow are not left out.
The only thing the recruiter has to do is to define in advance the skills he is looking for. One click later, the simplified candidate profiles are available to him. Now, the recruiter only needs to address the appropriate candidates in order. And since this is publicly available data, the whole thing is also compliant with data protection.
But what does Robot Recruiting really mean for recruiters themselves? Do they have to fear for their jobs soon? Experts give the all clear: Until the fully automatic recruitment, the way is still far, very far. It will continue to be “human” in recruiting. And that’s just fine.