Are you using or planning to use AI to engage candidates on career site or recruiting campaign?


12.4k views58 Upvotes2 Comments

Operations Analyst in Travel and Hospitality, 1,001 - 5,000 employees
Many organizations are currently using or planning to use AI technologies to engage candidates on career sites or during recruiting campaigns. These AI tools can make the recruitment process more efficient and enhance the candidate experience.

One common application of AI is the use of chatbots or virtual assistants on career sites. These chatbots can interact with candidates, answer their questions, provide information about the company or job openings, and offer guidance on the application process. They simulate human-like conversations, providing quick responses and ensuring candidates feel supported throughout their journey.

Another way AI is utilized is in the screening of resumes. AI algorithms can analyze and evaluate large volumes of resumes, helping recruiters identify top candidates based on specific criteria. This automated screening process saves time and allows recruiters to focus on candidates who best fit the job requirements.

Additionally, AI algorithms can personalize job recommendations for candidates. By analyzing candidate profiles and preferences, AI systems can suggest relevant job opportunities that align with their skills and aspirations. This personalized approach enhances the candidate experience and increases the chances of finding the right fit.

However, it's crucial to implement AI in recruitment thoughtfully and responsibly. It's important to ensure transparency, fairness, and compliance with regulations. Avoiding biases and training AI systems on diverse and representative data sets is crucial to promote equal opportunities for all candidates.

Overall, the use of AI in engaging candidates on career sites and recruiting campaigns can bring numerous benefits, such as improved efficiency, enhanced candidate experience, and better matching of candidates to job opportunities.
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Co-founder/Practicum Director in Travel and Hospitality, 2 - 10 employees
I feel that AI can do the first preliminary filter but at the end of the day, to do a good employer branding to attract the best talent possible, there still needs to be some "human-in-the-loop" decision making rather. At least there is a bit more personal touch and human connection to the process.
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No - Bans simply don't work. Even without policies, this action hurts innovation and sends the wrong message to staff and the world about our organization.12%

I'm not sure. This action by Maine makes me think. Let me get back to you in a few weeks (or months).3%


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Yes, and they are paid100%

Yes, but they are not paid0%

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HR Manager in Government, Self-employed
I use Promotions / Average Headcount. We do not have clearly defined policies for determining when someone is eligible for a promotion, making the second metric difficult/impossible to calculate.

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