How can chatbots be used to screen candidates?

I feel this is something that will be an added addition and support to a recruiters role. By asking pre defined questions, skills and experience and frees up more time to a recruiter to doing what they do best... finding the best candidates for the role.

Hiring is a people business. Use chatbots to streamline and qualify but don't over do it. As long as they are used to provide a better candidate experience but not to duplicate or complicate the hiring process.

Absolutely, chatbots are transforming candidate screening in HR. They excel in initial qualification, providing information, and ensuring a seamless experience for candidates. With their 24/7 availability and consistent, unbiased approach, chatbots enhance efficiency, data analysis, and scalability in the screening process. They also foster a positive candidate experience and support diverse languages. Integration with existing systems further streamlines the process. The future of HR innovation is undoubtedly AI-driven, and chatbots are leading the way!

I think this is completely wrong as it dehumanise the whole recruiting process. Companies might find themselves recruiting the wrong candidates. After all the ideal candidate is the perfect blend of experience, attitude and problem-solving capacities. A machine or chat bot or AI will not be able to discover the inherent talent (that blend I previously talked about) a candidate might have.

Although this is excellent for the recruiter. I do not think chatbots should be used to screen candidates. The recruiter and candidate should have a face to face discussion or even a telephonic discussion as a lot more can be established about the candidate. Chatbots are simply going to establish if the candidate meets some criteria and provides feedback.

There is some useful application, but you can't always hear passion via chatbot or lack thereof. Maybe through a very early screen of an applicant, but for recruited candidates, difficult to see an application.

Hacen que las tareas repetitivas se acorten y consuman menos tiempo, así podemos concentrarnos en otras tareas por ejemplo. De esta manera puedes hacer que los candidatos tengan una experiencia interesante al conversar con un chatbot en lugar de responder a preguntas en una web 2.0 estática.

It isn't true to say that chatbots and AI "remove bias," because bias is going to be inherent in anything with weighted variables.

Many times when we used chatbot for applicants, we were able to help them determine if a fit was likely based on a few initial/exploratory questions. A mobile application has to be part of the solution.

Por supuesto, para gustos y colores lo tenemos todo. Cada compa?ía debe evaluar que es óptimo de cara a una buena experiencia del candidato. Normalmente se están implementado vídeos y chats de texto. Importante bajo mi opinión que sean preguntas cortas y le den facilidad al candidato, no queremos parecer que sea una entrevista ya que sino perdemos el lado humano.

Pocas preguntas y fáciles. Intentar introducir un vídeo corto que explique la cultura empresarial y el por qué introducen chatbots. Puedes personalizar también el avatar y los detalles. Y lo más importante DAR FEEDBACK después de revisar las respuestas de los candidatos.

Best practices for chatbot screenings - -ensure the questions simple and easy to answer so that conversation pieces can be identified such as yes / no or multiple choice - personalize the avatar with a face and a name so that it feels authentic - easy to understand language - ensuring that conversations cover expected responses to ensure a positive candidate expereince

Chatbots used for screening basic qualifications and helping candidates get matched to the right position and answer basis questions of the position and recruiting processes, helps to alleviate some of the burden on recruiting coordinators.

As a TA Manager, I've observed the rise of chatbot screening. While I haven't implemented it, I'm aware of challenges. Technically, chatbots might misinterpret complex responses. Ethically, ensuring they're unbiased is vital, as unintentional discrimination could have legal consequences and tarnish our employer brand. Despite their efficiency, chatbots can't replicate the empathy and adaptability of human interactions. Their use should complement, not replace, human judgment.

I agree, and this emphasizes why human review is necessary as a job function, especially as the research on numerous AI & Chatbot programs continues to reflect the structural biases seen in the human world, as the products themselves are typically man-made programs that inherently include human bias.

One of the challenges that may arise during Chatbot Screenings is the response when a question is asked and there is no answer conversation for it. It can be quite frustrating for candidate experience. In this instance, you will need data and reports that might identify negative topics so that a Recruiter or Administrator can reach out directly to the candidate.

The personal touch is essential for the candidate experience after the initial chatbot contact for a vital candidate takeaway.

Estamos perdiendo el primer contacto con un ser humano, la experiencia va a depender de que tan bien hayamos configurado el chatbot y que lo evaluemos. Además pueden dar errores, no es aún una tecnología que sea perfecta o haya reducido los errores considerablemente, aquí importará el proveedor que escojas.

Oh No! Let’s not Chatbot something which needs to be a humane experience. HR aka People Operations is, as name suggests, people centric. We need to keep this function as much possible humane. Yes tech tools are an enabler which actions many problems. But use it with wise’ness and when needed only in certain functions like HR But we could automate the screening process and there are scores of apps available. Let’s strive to keep HR Human Centric, always

An appropriate status update on one's candidature by a chatbot is any day better that being ghosted by a recruiter vanishing into thin air!