In the second edition of our Cadient Clinic Webinar, “ Narrowing Down Your List of Applicants with AI and Other Tools,” Cadient’s CEO, Jon Puckett, gave a brief introduction and touched on the last webinar session, discussing how businesses can optimize their recruitment strategies, and fill the top of the funnel with more applicants.
He went on to introduce the lead resource person for this edition, Cadient’s Director of Products, Melissa Moser, who analyzed recent trends in the AI Recruitment integration space and critical strategies for streamlining your applicant pool and locking down and engaging prospective candidates after the application phase.
To gain further insights from the speaker, you can find the link to the entire webinar here.
Let’s examine the highlights of all the central points discussed in the second edition of our Cadient Clinic Series webinar.
#1 Impact of making a wrong hire
Making the right hiring decision for your company has many benefits, but what happens when you fail to find the ideal match after a recruitment exercise?
#2 AI – Artificial or Augmented Intelligence?
Melissa spoke about how AI has become the most significant trend under discussion in the HR space and so many other industries right now. At Cadient, we refer to AI as augmented intelligence rather than ‘artificial’ intelligence.
Cadient values these tools as valuable aids for recruiters and hiring managers, enhancing their abilities rather than replacing them entirely.
Why use AI in recruiting?
- Reduce hiring biases
- Automate mundane tasks
- Prioritize data-driven insights and results
Use Cases
- Sourcing
- Resume screening
- Interview tools
- Chatbot assistants
- Employer brand content creation
- Skills matching
Melissa illuminated how AI-assisted skills first hiring can increase your talent pool by 10x on average. It can also open doors to marginalized worker groups who lack a degree and are often overlooked during recruitment exercises.
#3 Cadient SmartTenure
Melissa introduced the audience to Cadient SmartTenure, which utilizes machine learning and augmented intelligence to identify the characteristics of your longest-tenured/best-performing employees. It then applies that learning to new applicants to identify candidates likely to stay long at the company automatically.
Cadient SmartTenure is helping clients address hiring losses by assisting them in hiring candidates who are likely to stay longer at the company, thus reducing turnover and saving the company money.
Cadient believes in data-driven decisions, and we are working to include AI models to address many of these quality factors.
We create a prediction model based on the ML and AI from your applications, hire records, and then validate this model. All new applicant data is validated against the data model, and candidates are rated on their likelihood of long tenure.
For more information on Cadient’s SmartTenure Solution, reach out to our sales team.
#4 Other Screening Tools
Melissa moved away from discussing artificial and augmented intelligence to talk about the other screening tools available. Many traditional screening tools are evolving to newer technologies as well, making narrowing your applicant list even more efficient.
Assessments
The primary goal of using this screening method is to have an objective view of candidates, reduce recruiter and manager bias, and try to understand objectively whether an applicant is a good fit for your company.
Background Checks
Next, Melissa spoke about background checks. Background checks are still widely used, especially in the security, healthcare, and finance industries. That said, the new technologies and trends in this space are exciting.
Drug Screens
Drug screening methods are still widely used, although usage varies by industry and state legality. These methods are used predominantly in retail, transportation, and manufacturing. Here are some of the talking points Melissa covered
- Generally used in industries that require specific workplace safety
- Employers should consider cost, risk mitigation, speed, and candidate experience
- Requirements for inclusion in the process
- Notify all Applicants
- All applicants for the same job have to undergo the same test
- Per EEOC regulations, present a conditional offer of employment before carrying out drug tests.
- Administer drug tests at a state-certified laboratory
Social Media Screening
Melissa spoke about the ongoing debate regarding this method of screening, as some applicants may feel that social media is unrelated to work and resent the invasion of privacy. At the same time, HR professionals may see it as public data.
She presented a list of potential Pros and Cons of using Social media as a screening tool.
| Pros | Cons |
| It can help recruiters fact-check resume details. | Social media can introduce bias and make it difficult to prove that discrimination is not at play. |
| Identification of red flags (evidence of illegal activity, discriminatory tendencies, etc.) | Applicants may consider it an invasion of privacy. |
| Gauge the professionalism of applicants (particularly in work-designed social media) | Information gathered may not be reliable and prone to misinterpretation. |
#5 Interviews
Interviewing is a typical part of the hiring process, where recruiters narrow the list of applicants further. Melissa discussed some of the trends in this space.
- Interview Scheduling
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- Candidate self-scheduling
- Calendar integration
- AI scheduling and reminders
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- AI text/chat screening tools
- Virtual/Augmented Reality immersive experience
- AI phone/video interview reviews
Conclusion
Reach out to us today and schedule a demo to get a first-hand experience of Cadient’s cutting-edge recruitment solutions.
Q & A
In closing this Cadient webinar, Melissa fielded questions from the audience. Below are a few inquiries posed and Melissa’s excellent answers.
Q: Sometimes, candidates are not interested in the shift listed in a position’s job description. How does Cadient help clients deal with this?
Cadient offers clients the ‘Availability Matching’ feature in the Cadient ATS. This feature helps you set up availability matching sets for whichever position requires multiple shifts.
Q: Is Cadient working on any AI products other than SmartTenure?
We are developing AI models to measure other aspects of quality to help you make decisions at the start of your recruitment process. We are also developing interview scheduling tools to increase your recruiters’ efficiency and improve your candidate experience.
Q: What is generative AI?
Generative AI models craft and create new content from patterns found in pre-existing data sets that have been used to train the model. New content might be text(ChatGPT) or image (DALL-E).
