How AI module HR chatbots simplified the process of pre screening?
Most organizations would have sourced their potential candidates, next in line might come pre -screening, that occurs even before scheduling interviews or even evaluation of a candidate. This technique shortlists’ candidates from a pool of resumes, in line with the role at hand. This also outlines the fact that the candidate has the ability to perform a job or possess the qualifications for which the company is hiring.
Based on the results of pre- screening it is determined whether a candidate moves to the next level or not. No matter which level of position a company is hiring, pre- screening gives vital insights to an organization and helps them prepare for the road ahead. In a way this is an important information gathering tool. When you undertake it well this can flush out things that are not found in a resume.
Pre hiring assessment would also help a candidate to figure out requirements of a job and decide whether or not they are interested in a given job. During this phase, candidates are informed about the compensation package, employee incentives, benefits or other things that the organization requires from them. For this reason, this procedure is really important. A lot of time is saved as it filters out the right candidate who is suited to the job requirements. . Even the applicant could decide in a pre- screening procedure they are not interested for a given job. The candidates are well informed about the compensation package, benefits or any additional form of information that is required by an organization. For this reason this procedure as part of recruitment is really important. A lot of time is saved as it filters out the right candidate who is suited to the job requirements.
In the screening interview there are numerous repetitive questions that a candidate has to answer. The aim is to figure out whether the candidate has the required skill- set, be aware of their salary expectations, are willing to relocate and answer any type of questions that they might be having. If undertaken in a proper manner the module of pre -screening weeds out the candidates who are not fit for the right job and brings them forth for a rigorous round of interview.
Gone are the days of manual pre- screening as automation has taken over the recruitment industry. HR bots have been a revelation that is empowered by the use of AI and does take away the load off individual recruiters.
The challenges that are encountered by HR’s in pre- screening
For the recruiters pre- screening has gone on to pose a major challenge. A traditional process in execution of the whole process has gone on to become obsolete, considering the demand of job seekers and organizations on the verge of looking for high quality talent. All the more so as HR spends a lot of time in screening through repetitive tasks that is not going to contribute to the process of hiring, but they are distracted from other important tasks like selection, identification and even taking on board quality online talent. Some of the challenges that are faced by HRs in the process of screening are as follows
Dealing with high volumes
Organizations are known to hire all around the year. To tap in on a quality pool of candidates is a difficult task for high end organizations. In the middle and large end organizations a lot of mass hiring is done that requires effort and time in order to be managing a mass number of applicants. Even before scheduling in house interviews, HR needs to outline information on what they have gone on to miss on the resumes. Because of the large number of candidates who go on to apply the process of pre- screening becomes difficult are going to leave mid- way or even back out at the last juncture.
Time consuming
The time that you churn in for pre -screening adds to the total time for personal interviews. Rather than managing multiple candidates in a recurring manner, KPI’s and KRA’s have to be fulfilled. But to gather repetitive and necessary information from job applicants, extra time has to be put in order to initiate conversations. The time saved can be put to use in doing other important tasks.
Figuring out the right candidate
In certain cases there could be discrepancies in the job profiles that are rolled out by companies. This is going to end up choosing the wrong set of candidates whose skill set is not going to match up to the job. Rather than going through the hassle of a similar set of questions and not availing favourable response works out to be a pain for HR’s once they realize that the candidate is not competent.
The challenges encountered by the candidates
For HR department manual screening works out to be a major hassle but even poses challenges for a candidate who is applying for a job. Till the point of time when they apply for a job to the time of an interview, they need to wait patiently for a pre- screening test; candidates are going to have a lot of time at their end where their issues are not addressed. There are some challenges that are faced by candidates
HR not available
There are fixed working hours for HR’s and this is also the time they spent in reaching out to the candidates. But the applicants might not be available or not even be in a position to take calls during office hours. A time is found where they can establish contact with their recruiters once they have logged out. For this reason a lack of coordination is seen between the applicants and the HR. if any one of them is not available it lengths the process of recruitment.
No feeling of engagement
For anyone who is looking to applying for a new job in an organization has various things at the back of their mind. It can be the job responsibilities, work culture, compensation, etc. As they are busy on a day to day basis the HR is not able to give proper time to the candidates. Most of their queries are going to remain unanswered as they end up losing interest and in the process leave the application mid-way. The lack of time seems to be a major challenge.