Demystifying AI Recruitment Tools

Ankit Somani, Co-Founder of AllyO, shares the secrets of choosing the right AI recruitment tool, and, how data analytics is shaping talent acquisition decisions. He also talks about the changing role of recruiters in the modern HR Tech landscape. Prior to founding AllyO, Ankit worked as a Product Manager at Google.

What is AllyO? What role is AllyO playing in the HR Tech space?

AllyO is an end-to-end AI recruiter with a simple mission – make recruiting delightful and efficient for recruiters and candidates. It addresses the traditional inefficiencies of lost applicants and conversions due to poor candidate experience, high cost of recruiting due to overburdening of menial tasks on hiring teams, and lack of visibility and control for HR leadership. It utilizes deep workflow conversational AI to fully automate the end-to-end recruiting workflow by intelligently engaging candidates via texting over mobile and web.

In terms of AllyO’s role in the HR tech space, we’re redefining recruiting by helping organizations make better hiring decisions from the very start of their hiring workflows. Our ultimate goal is to make the experience better for everyone in involved in the hiring lifecycle – candidates, recruiters, hiring managers and HR leadership teams. Though the HR tech space continues to see new entrants, we see our position as an AI technology company that provides a customer-first approach with a home-grown system that will continue to improve over time.

Everyday more and more HR personnel are adopting high end AI enabled recruitment tools to ease the process. What are some fundamental parameters that CHROs should take under consideration while choosing the “ideal” fit for their company?

There are several questions that CHROs should ask themselves when considering which AI-enabled recruiting tool is best for their organization and talent acquisition needs.

The first question CHROs should ask themselves is: “What underlying problems are we trying to solve?” Similar to how mobile was perceived ten years ago, AI is often viewed as a “shiny object” in today’s landscape. It’s critical that CHROs evaluate the market to find the right (and practical) AI-enabled tool instead of looking for the fanciest solution.

Next, HR leadership teams should ask themselves if the solutions they’re evaluating will provide enough visibility and control. Because AI systems gather so much data, they can often create a black box effect. In other words, it’s not always easy to understand why hiring patterns are determined. With this in mind, it’s important for leaders to look for AI recruiting tools that give them sufficient visibility into how decisions are made (e.g. identifying qualified talent). They should also seek out solutions that enable them to modify output characteristics to ensure it’s suited for their organization’s hiring needs.

Lastly, CHROs should ask AI recruiting vendors critical questions when it comes to the deployment of the solution. Don’t rely on the demo stage of the evaluation process to make a final decision. Instead, take the time to understand what the vendor’s deployment process looks like, how much support they provide during this phase and which of your team members would need to be involved. Many HR leaders have reported poor experiences with HR tech tools due to how long the integration and deployment process takes – making it essential for leaders to ask vendors for a deployment timeline estimate. The right solution providers require minimal customer involvement when it comes to deployment.

AI can perform profile augmentation and a professional competency analysis. But can AI assist recruiters in analyzing a candidate’s emotional intelligence and overall personality traits during the interview process?

Artificial intelligence should be approached with caution when being used for subjective decision making – and that includes using the technology to analyze a candidate’s emotional intelligence and personality traits. For instance, there are plenty of assessment systems that profile high and low performing current employees to determine what qualities to look for in potential new hires. While the more advanced versions of these systems don’t take into account a subject’s personal information, how does one make sure that the qualities that are taken into account aren’t directly correlated to more frowned upon factors? How do we know that if we hired more of the same type of “high-performing” people versus the current mix, the company performance would actually improve?

“With this in mind, it’s clear that human recruiters should – at least for the time being – continue to have ownership over the process for assessing candidates’ emotional intelligence and gauging cultural fit.”

How important are chatbots in the AI recruitment process? How much weightage should hiring teams give to chatbot interactions?

Today’s job seekers expect the hiring experience to match how they communicate in their everyday lives. They want an experience that enables them to apply for a job and interview for the position on-the-go. Modern candidates also crave a high level of responsiveness from prospective employers and want to be guided through the hiring process. Using chatbots enables talent acquisition teams to meet these needs while delivering a more delightful experience for the candidate – making the technology a very valuable part of the AI recruitment process. Hiring teams should lean on chatbot interactions to automate administrative tasks like screening resumes and scheduling interviews . Ultimately, recruiters and hiring managers should look at chatbots as a personal assistant so they can focus on what they do best – identifying and nurturing top talent.

Data analytics is a significant component of the recruitment process. What type of insights should a CHRO be looking at while working with AI?

Unlocking the power of data analytics is the single biggest advantage of deploying the right AI recruiting tool.

“With data, CHROs can have better visibility into their talent pipeline and spot opportunities for improvement. It also can facilitate data-driven conversations between HR leaders and their operations counterparts.”

HR leaders should look at metrics for both candidates and hiring teams when working with AI recruiting technology. Some unique metrics for both parties include:

Candidate metrics

      • Why and when are candidates dropping off in the process?
      • What needs to change in the process to increase flow of candidates?
      • Which sources produce the best quality applicants?
      • What are common qualities of best hires?
      • What are candidates saying about hiring teams/process (360 degree review)

Hiring team metrics

    • How different locations, business units and/or recruiting teams performing? How can they learn from each other to optimize the process?
    • How much time are they saving as a result of adopting the AI recruitment tool? What is the reduction in time spent on administrative tasks like scheduling interviews?

In your opinion, is the need for human HR personnel shrinking due to the advancements in AI and machine learning? What skills should HR personnel be learning to stay relevant and updated with the times?

The need for HR personnel isn’t shrinking, but it is true that recruiters must be ready to step into more strategic roles as AI continues to advance. AllyO believes how human recruiters provide value to their organizations and during the hiring process is changing. We look at recruiters as the new programmers – an evolution that will require them to learn new, more technical skills. Because AI is increasingly being used to automate tedious work to free up HR teams, it will become the recruiter’s job to analyze the data an AI system provides. From there, recruiters will be responsible for asking the system relevant questions and training it to become smarter and more optimized over time. Recruiters should also be prepared to spend more time nurturing high-value candidates as they step into these more strategic roles . Once the AI system identifies qualified talent, human recruiters should step in to help convert the most qualified candidate into new, high-performing employees.

What current or upcoming trends in the HR Tech landscape are you looking out for? Are there any new features or upcoming upgrades that you’re excited about in AllyO and would like to give us a sneak peek into?

As far as trends in the HR tech landscape, I’m most excited about how talent acquisition and talent management are beginning to converge. In the coming years, we’ll see these two functions working more closely to provide a seamless experience from potential applicant -> candidate -> new hire -> long-term employee. At AllyO, we’re invested in both talent acquisition and talent management, and we want to provide organizations with the right data in order to hire and retain the best employees. We’re constantly looking for ways to connect hiring to retention – saving our customers money on replacement hires and giving CHROs more visibility. We’ll be making some exciting product announcements at the HR Tech Conference in September, so keep an eye out for us there.

About AllyO:

AllyO is an AI technology company with a simple mission – make recruiting delightful and efficient for everyone. It utilizes deep workflow conversational AI to fully automate end-to-end recruiting workflow by intelligently engaging via texting over mobile and web. It is used by Fortune 500 enterprises and is backed by leading investors such as Google, Randstad Innovation Fund, Bain Capital Ventures and Cervin Ventures.

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