The traditional hiring process for companies, especially large organizations, can be exhaustive and often ineffective, with 83% of candidates rating their experience as “poor” and 30-50% of candidates chosen by the company end up failing.
Unilever recruits more than 30,000 people a year and processes around 1.8 million job applications. As you can imagine, this takes a tremendous amount of time and resources and too often talented candidates are overlooked just because they’re buried at the bottom of a pile of CVs. To tackle this problem, Unilever partnered with Pymetrics, an online platform on a mission to make the recruiting process more predictive and less biased than traditional methods.
The second stage of the process involves submitting a video interview that is reviewed not by a human, but a machine learning algorithm. The algorithm examines the videos of candidates who answer various questions, and through a mixture of natural language processing and body language analysis, determines who is likely to be a good fit.
One of the most nerve-wracking aspects of the job interview process can be anticipation of the feedback loop, or lack thereof – around 45% of job candidates claim they never hear back from a prospective employer. But with the AI-powered platform, all applicants get a couple of pages of feedback, including how they did in the game, how they did in the video interviews, what characteristics they have that fit, and if they don’t fit, the reason why they didn’t, and what they believe they should do to be successful in a future application.
Why it’s hot: Making experiences, even hiring experiences, feel more human with AI – The existing hiring process can leave candidates feeling confused, abandoned, and disadvantaged. Using AI and deep analysis helps hiring managers see candidates for who they are, outside of their age, gender, race, education, and socioeconomic status. Companies like Unilever aren’t just reducing their recruiting costs and time to hire- they’re setting an industry precedent that a candidate’s potential to succeed in the future doesn’t lie in who they know, where they came from or how they appear on paper.[Source: Pymetrics]