It is noteworthy that recruitment and selection are resource and time-intensive procedures. The procedure of selection and recruitment activities can presently be streamlined with the assistance of contemporary technologies. Notably, technology has constantly facilitated recruiters to process more workers and provide a greater quality, more cost-effective service to the organisations as well as job seekers identically (Haddad et al., 2021). Currently, AAA insurance companies are using conventional approaches to recruitment and selection. The HR director of this company has been noticing modern patterns around the usage of AI (artificial intelligence) for such practices since there is significant value in adopting such a technology. This proposal report is going to discuss the case of why AAA insurance companies must initiate to capitalise on the HireVue AI technology. This case is to be presented by the HR director to the CEO of the company in order to change his mindset towards use of advanced technologies in HR practices.
As per Hmoud & Laszlo (2019), Artificial intelligence (AI) is considered to be an influential technology with the capability to induce novel prospects for the companies, businesses, and services and appropriately lead to the emergence of novel abilities and work methods. It is further supposed to be a vital impetus for innovations and developments. It is notable that recruitment is deemed as the corporate operation which is most probable to hold and undergo significant transformations in the future. One vital cause why AI makes room in the recruitment procedure is the belief that the competitiveness for competent workforces is getting more reinforced (Gilch & Sieweke, 2021). For a company to lessen its time-to-recruit does not only demonstrate a performance gain, but also a tactical benefit in the war for human capital. Such benefits are supported by the belief that AI can process data and make choices at magnitudes and pace far surpassing human capability. It can be said that execution of AI technology into recruitment and selection procedure might further enable prospective employees’ access that subsequently might surge competitiveness for the companies performing so (Hartwig, 2023). Nevertheless, despite encouraging attributes and likely benefits of AI solutions, and the surging demand for such technologies, AI techniques are still not utilised to a greater degree in areas of recruitment and selection. It is true that numerous companies are demonstrating interest, however because of the belief that the majority of companies are new to AI-based practices, a lack of know-how weakens the entry of AI in the market (Baabdullah et al., 2021).
The role of AI focuses on the influence of this technology in recruitment as an influential technological tool. It has been found that the major benefit of utilising AI in recruiting and selecting candidates is its capability to reduce human businesses, and being more objective in relation to individuals. Moreover, it is found that the candidates’ selection might be more diversified utilising AI than being performed by human individuals, because of the possibility of AI to lessen biases and surge objectivity. Another scholar found that with AI, the pace and excellence of AAA insurance company’s recruitment procedure can surge drastically (Pan et al., 2022). The capacity of AI is to accelerate the recruitment procedure considerably, while not negotiating on its excellence. It has been stated that AI might replace individuals in the early phases of the recruitment process like worker sourcing and attraction, choosing, screening, and testing, and enable for individual recruiters to just emphasise on the subsequent phases. It is found that AI assists to recognize prospective candidates’ abilities, capacities, and experiences and equate such forces to the job they apply for, leading to the hiring of skilled candidates. The use of AI in conventional recruitment might contribute to extraordinary higher success levels, leading to enhanced recruitment performance and a proportionally low level of unemployment rates (Wassan, 2021). It has been found that MNCs such as Amazon, IKEA, and others have all utilised AI-based recruiting systems like HireVue assessments, Robot Vera, and more to refine their applicant acquisition methods from diverse jobs to remove incompetent applicants (Jha et al., 2020). Moreover, a well-operating AI-powered CV screening tool namely ATS (Applicant Tracking System) might choose a more appropriate applicant and place them in the right job opening for the initial time. Besides, hiring applications are using AI-based chatbots. Such VR (virtual assistants) might involve the applications through text-messaging, social media, emails, and other favoured networks (Veglianti et al., 2023).
HireVue is deemed a business video interviewing technology provider which enables hiring and recruiting management to screen applicants and carry out live interviews over the web. It has been converting the manner businesses discover, recruit, and develop the ideal talent internationally with recruiting intelligence and its video interviewing channel (Balasundaram et al., 2020). It is asserted that video interviewing might assist businesses in screening applicants quicker while fulfilling obedience regulations and lessening travel expenses. It has been stated that employing an innovative mixture of corporate science and precisely tested, predictive AI, clients are recruiting higher excellence talent, quicker (Ajunwa, 2021). There is no doubt that video interviews might assist businesses to screen applicants quicker while fulfilling compliance rules and lessening travel expenses. This software also provides HRM (human resource management) practices for sourcing and onboarding candidates (Kammerer, 2021). The products of HireVue entail AI-driven assessments and game-based cognitive assessments based on job-particular abilities. The HireVue AI technology is helpful for HR managers to narrow the potential applicant pool based on data-points from video interviewing. It is found that the data points are utilised to foresee which applicants are probable to become topmost performers and fulfil the business goals (Kazim et al., 2021).
One of the products by HireVue is its text-powered AI recruitment assistant. This application will be helpful to AAA insurance companies in enabling its hiring teams to perform more with less. The virtual interviews with this software are AI augmented video interviews which are monitored, scored, and classified utilising ML (machine learning) algorithms which use NLP (natural language processing) to imitate the way expert human raters might score a job interview (Pradhan et al., 2023). Moreover, investment in this software might enable the company to recruit upto four times faster by involving the candidates all the way from “hi” to “hired”. This AI-driven strategy is proved to be measurably more precise in foreseeing efficiency than human assessors and is verified, tested, retrained, and verified again to eliminate destructive influence or bias. Furthermore, there is HireVue hiring assistant chatbot which involves with candidates and do activities on behalf of the recruiter. This solution will help the AAA insurance organisation in areas of pre-screening, qualifying, scheduling interviews, and responding to applicant questions. The use of chatbot will further refine constant communication, gratifies candidates, and relieves the HR at AAA insurance of such monotonous activities (Nair, 2022). There are enormous benefits of using this chatbot, few of which include reinforcing competitive position; lessening time-to-hire; declining repetitive activities; refining applicant experiences; declining hiring biases; and more. The HireVue chatbot emphasises on refining talent acquisition (TA) by mechanising vital touch points through the applicant and worker experience. This can welcome individuals on the business career site, guide individuals to the accurate job, and screen and schedule them. Moreover, this assistant assists keeping workers involved after they are recruited by reaching out to novel hires, reviewing in constantly with workers, and even orderly offboarding individuals (Kaushal et al., 2023). However, certain problems also might happen using such chatbot technology which can entail language-related hurdles; absence of human empathy; typical setup; incapacity to make intelligent decisions; unstable collaborations; and more. The HireVue appeals to applicants to upload videos of them responding to interview questions so the AI technology can gauge body language as well as verbal language to screen candidates. It is found that offering interviews any hour of the day and week considerably lessens time limitations for recruitment teams, reducing the time between promoting a vacancy and effectively hiring (Hmoud & Laszlo, 2019).
As per HireVue (2023), the HireVue AI-based assessments are deemed pre-employment assessments made by individuals for people. The motive of such assessments is to offer recruiter and talent acquisition team at AAA insurance company with a standardised, structured, and equitable means to promptly screen more applicants. Such assessments can democratise the recruiting procedure by reducing bias in the algorithms. This practice can help AAA insurance to lessen time-to-hire and increase retention rate. It assists talent acquisition team in choosing the ideal individuals for the desires of the job by screening more applicants in a quick, equitable, and consistent way. The AI assessment techniques of HireVue are utilised to evaluate more than 20 diverse abilities pertinent to diverse jobs, like teamwork; adjustability; problem solving abilities; communication; and drive for outcomes. Two types of assessments are used to evaluate such skills. These are named as video interview assessment and game-based assessment. The video interview assessment employs AI to transcribe as well as evaluate the content of applicants’ recorded reactions to prechoosen questions. The game-based assessment is one wherein applicants play a range of small virtual games to analyse their performance. Conducting an assessment on the basis of video interviews removes the necessity for an independent step to consider a conventional, multiple choice employment assessment test that can supplement days to the hiring procedure and hours for every candidate (Konopasky, 2021). It is found that the assessment does not utilise facial identification technique nor trace facial attributes to identify recognition motives. Rather, such assessments utilise expression recognition technique to explore facial expressions. Such expressions demonstrate an extremely small proportion of the attributes assessed by the assessment model to foresee an applicant’s success in a job. Such a technology employed within the HireVue AI assessments has been carefully verified utilising the sector’s most vibrant and inclusive dataset, demonstrating individuals of numerous cultures and ethnicities across the globe. Along with the facial and voice recognition software, the HireVue utilises a software ranking algorithm to figure out which applicants are ideal for a definite job. A best applicant is specified by a mixture of attributes entailing tone, keyword, and body language. The data of the interview is compared then to nearly 4 million video interviews of top most applicants in that particular role (Ajunwa, 2021).
From the above discussion, it can be concluded that automation using AI in recruitment and selection are aimed to surge efficiency, refine talent profits in a business and increase time-to-fill while lessening costs per hire. It can be inferred that AI technology is deemed as a driver for the human resource individuals to make hiring more successful. AI is considered as the most suitable ground-breaking technology which stimulates superior hiring procedure when executed tactically having a considerable impact on the workforces’ efficiency. With regards to advantages of using HireVue AI software, it can be inferred that this technology has been proved as an indispensable technique in the recruitment and selection e for a broad set of companies. It has been concluded that with this software, recruiters are capable of assessing job applicants more precisely and reduce the time it takes to finish assessments. This software is found to allow candidates to answer job-specific questions with a video interview which offer profound views into their hard and soft competencies. Furthermore, it can be concluded that this AI-powered software is beneficial in automating the recruitment procedure and utilising data to screen applicants virtually.
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