legal risk & artificial intelligence

Legal risks in AI in recruitment and How to avoid them

“We must address, individually and collectively, moral and ethical issues raised by cutting-edge research in artificial intelligence and biotechnology, which will enable significant life extension, designer babies, and memory extraction.”

—Klaus Schwab

Merging recruitment with technological innovation always comes with potential legal risks, and this can occur parallel to the time during which employers are looking for faster, more accurate, and cost-effective recruitment platforms that leverage the latest technological innovations to streamlines the hiring process through artificial intelligence (AI) tools.  

Employers are turning to AI to transform recruitment and generate a seamless hiring process. This includes automating the candidate sourcing, candidate pool screening, and using AI assessment tools, such as conversational chatbots and video interviewing tools that can measure a candidate’s strengths based on factors such as facial expression, word choice, body language, and vocal tone. However, the use of artificial intelligence (AI) and other automated decision-making (ADM) technology doesn’t come without risk. Employers should tread carefully while implementing such HR Tech solutions.

In this article, we examine the legal considerations and safeguards that are currently being undertaken by the United States of America, Europe, and Singapore.

Legal considerations are generally rooted in two areas of law:

Both these laws are heavily disaggregated civil law considerations.

  1. Employment law
    1. The Employment law precedents are also the source of significant tort-based liability (in the US) owing to the low threshold set for discriminatory action.
    2. A big area of concern in employment law is bias and discriminatory effects (as opposed to discriminatory intent as is usually the concern in the human decision.
  2. Privacy Law
    1. Privacy law is increasingly being aggregated under the GDPR framework set out, and the developing landscape of the field makes compliance even more nuanced and imperative. However, in the US there is once again a very low tort liability threshold that opens up the risk of liability much more broadly. 

The two key areas of the Privacy Law to keep in mind: 

  1. AI and The Privacy Paradigm: In a field where personal data is necessary to product functionality, the following concerns occur: Is the privacy threshold raised? If non-discrimination as a result of opt-out isn’t viable, is that still a breach of privacy?
  2. Facial and voice analysis and privacy: Facial analysis in AI recruitment has already come under fire for bias, however, the feature has also been routinely criticised as an invasion of privacy as it performs in-depth analysis that arguably is not possible in a human interface interview. Additionally, the storing, processing, and analysis of biometric data presents another privacy consideration entirely. 
  1.  The U.S. Equal Employment Opportunity Commission

The EEOC has made clear that employers using AI in their hiring process can be liable for unintended discrimination, and AI vendors regularly include non-liability clauses in their contracts with employers. Therefore, employers need to validate AI tools and take steps to ensure that they do not cause inadvertent discrimination when hiring. Employers should test the capabilities of the AI ​​algorithm in the pilot system to see if the results are biased. For large employers, you can use your company’s, Chief AI Officer. Small employers may prefer to contract with a data scientist. In any case, these individuals need to work with their employer’s attorney to validate the data, check for prejudices, and determine the risk of liability while protecting information in agreement with legal liability.

Although AI has not yet been federally regulated for adoption, Illinois has just passed the first law of its kind, called the Artificial Intelligence Video Interview Act. Beginning January 1, 2020, the law requires employers to analyze candidate video interviews using AI to: 

  • Employers must notify applicants that AI will be used in their video interviews.
  • Employers must explain to applicants how the AI works and what characteristics the AI will be tracking in relation to their fitness for the position. 
  • Employers must obtain the applicant’s consent to use AI to evaluate the candidate.
  • Employers may only share the video interview with those who have AI expertise needed to evaluate the candidate and must otherwise keep the video confidential.
  • Employers must comply with an applicant’s request to destroy his or her interview video within 30 days.
  1. EU and AI use in recruiting and hiring:

EU officials stated that AI technology needs proactive regulation now, as it may become difficult to regulate AI later due to the rapid advances in the technology, and insisted on finding a balance between reasonable, commercial, and operational interests of companies, and privacy and anti-discrimination rights of employees.

  • AI systems providers would need to supply detailed documentation about how their systems work to ensure that they follow the proposed rules and that failure to comply would mean facing penalties and fines of up to 30 million euros (approximately US$36 million) or even higher for large global organizations.
  • If the EU proposal passes, it will create a more standardized, ethical, and transparent approach to using AI in the recruitment and hiring process, noted Eric Sydell, executive vice president of innovation at software company Modern Hire.

The Commission proposes to ban completely AI systems that:

  • manipulate persons through subliminal techniques or exploit the fragility of vulnerable individuals, and could potentially harm the manipulated individual or third person;
  • serve for general purposes of social scoring, if carried out by public authorities; or
  • are used for running real-time remote biometric identification systems in publicly accessible spaces for law enforcement purposes.
  1. Singapore’s AI Governance Framework

Singapore introduced its Model Artificial Intelligence Governance Framework in January 2019 at the World Economic Forum (WEF) in Davos. The two guiding principles of the framework state that decisions made by AI should be “explainable, transparent and fair”; and AI systems should be human-centric. These principles are then developed into four areas of guidance. 

  • The first is establishing or adapting internal governance structures and measures to “incorporate values, risks, and responsibilities relating to algorithmic decision-making”. 
  • The second determines the level of human involvement in AI decision-making and helps organisations decide what their risk appetite is.
  • The third area of guidance focuses on operations management and deals with factors that should be considered when “developing, selecting and maintaining AI models, including data management”.
  •  The final area shares strategies for communicating with stakeholders and management on the use of AI solutions.

The framework translates ethical principles into pragmatic measures that businesses can do.

Why you can trust impress.ai

The European Union (EU) General Data Protection Regulation (GDPR) is a set of industry regulation that became effective on May 25th 2018. The purpose of the legislation was to give EU citizens greater control over the data that they provide online. GDPR covers companies that are operating within the EU and for companies that offer services within the European Union electronically, that track / store personal data in aggregate. With impress.ai operating primarily in non-EU jurisdictions, it provides both GDPR compliant and non-GDPR compliant versions of impress.ai’s’ recruitment automation Software-as-a-Service. Hiring companies, that are clients of impress.ai can require impress ai’s SaaS to be GDPR compliant as part of the service agreement.

Why recruiters and HR need conversational AI chatbots

We’ve all had negative experiences with chatbots, where answers seem narrow and unhelpful, particularly in customer service interactions. Let’s face it, they can be infuriating, and this turns many people off when thinking about using the technology in their own organisations.

However, technology is rapidly advancing, and this mindset might have you missing out on a new generation of chatbots that can enhance every step of your recruitment process. Conversational AI powers today’s chatbots, and it could be a game-changer for your business.

Bots, chatbots, conversational AI – what does it all mean? 

It can feel like these terms are interchangeable, but there are some notable differences. A bot is a piece of code that can perform actions without language-based interaction, such as moving data between two spreadsheets. A chatbot answers inquiries, and conversational AI is the technology that allows it to determine intent. 

Intelligent chatbots can play three critical roles in your recruitment process, all of which can save you significant time and money while delivering a better first impression.

Collecting information with ease

The first role is information collection. Recruitment is all about data, and you want to capture the right amount of information to make the best hiring decision.

From basic screening questions to scoring assessment submissions, collecting and reviewing this information can be incredibly time-consuming. Traditionally, online applications collect all this information via long and detailed forms, which can be overwhelming and even off-putting for candidates.      The data then needs to be reviewed by a team member, a process that quickly becomes exhausting and is open to human bias.

impress.ai chatbots eliminate the need for these forms, replacing them with a bite-sized step-by-step guided process that’s seamless for candidates. The data is then transitioned smoothly into your system, giving you a single source of truth.  

Delivering a winning experience 24/7

With this technology, your recruitment process is always on. Applicants can start and progress their application anytime, anywhere. This approach is perfect for candidates who need to apply after hours or even international recruitment programs.

Detailed and intelligent FAQ modules mean your system can answer FAQs, learning as it goes along. And they are effective. impress.ai conversational AI has up to a 98.4% success rate in answering candidate inquiries instantly, without human interaction. And the small number of questions that are too nuanced and complex are escalated to a dashboard where they can be answered by a team member at the next available opportunity.

Guiding your candidate from pre-screening to first interview

With impress.ai, chatbots can guide candidates through the process, keeping them informed and engaged at every step to reduce candidate dropout. Intelligent chatbots can guide your applicants through each step seamlessly, making decisions based on real-time information.

For example, in the pre-screening phase, if the candidate doesn’t meet the criteria for this specific role but may be suited to other roles at your organisation, the system can guide them away from the application process to your careers platform to review other opportunities.

Those candidates who meet your screening criteria are guided through to interview questions or skill-based assessments, such as Aon Assessments. The chatbot can even decide which assessment is best for each candidate based on their stated skill set.      It can then score assessments and rank candidates, putting all the information at your fingertips.

By completing these steps and guiding your candidates through the process, the chatbot has ultimately performed the first interview for you, delivering a high potential shortlist ready for progression. 

Time to revisit your options?

If it’s been a while since you last looked at chatbot technology for your organisation – it may be a great time to revisit. Organisations worldwide are gearing up for the Great Resignation, where some great talent will be out there on the jobs market, and speed and efficiency will be vital to making the most of the opportunity.

impress.ai clients have seen significant time and cost savings, with one client saving 311 hours of productivity and another, an impressive $66K (SGD) on just one graduate program. Our AI-powered solution increases speed, accuracy and quality of hires, all while delivering a winning candidate experience. If you are looking for a competitive edge in the recruitment market, get in touch to find out how we can help.

How AI can eliminate bias in your recruitment process

Today, most organisations promote themselves as equal opportunity employers with fair and diverse hiring policies. And while most recruitment and HR teams have the best intentions, this can be almost impossible to guarantee when manually screening candidates because we all have unconscious biases – those underlying stereotypes we don’t realise we hold.

Unconscious bias in your recruitment process has a flow-on effect, impacting a range of commercial outcomes. In fact, recent global research by McKinsey highlights the deepening relationship between high levels of diversity and financial outperformance.

Alongside the many productivity and cost benefits, impress.ai’s AI-powered recruitment workflow is the best way to eliminate bias in your recruitment process and advance your diversity agenda. Here’s how it works.

#1 Automating the application and screening process

By automating candidate screening, applicants are evaluated and progressed against specific role criteria, not personal opinions. From essential application criteria to intelligent review of written submissions and question responses, impress.ai can deliver bias-free hiring.

A specific template guides the process for each role. The recruiter simply selects the corresponding template, which breaks the role down into the required competencies, knowledge, skills and experience. At every step in the process, applications, resumes, assessments and responses are evaluated against these alone. AI-powered chatbots can even perform interviews, intelligently reviewing and evaluating open-ended text responses.

impress.ai integrates a range of best practice tools to achieve this, including behavioural interviews, situational judgement interviews, work sample tests, industry and role-specific assessments and case study interviews.

#2 Hiding information that could lead to bias

impress.ai automatically hides demographic and personal information that could influence outcomes. This includes name, gender, picture, date of birth etc., so this irrelevant data doesn’t form part of shortlisting decisions.

Where this information is relevant to the hiring process, it’s easy to disable the filter, allowing recruiters to view it. However, as a further safeguard against human bias, an audit process takes place when the filter is turned off and is available to senior management for review.

#3 Fighting the halo effect

The ‘halo effect’, whereby a candidate’s submissions or responses are evaluated more positively or negatively due to a belief you already hold about them, can contribute to making the wrong hire.  For example, suppose a recruiter sees that an applicant attended a top university or perhaps their own alma mater. In that case, they may be more likely to score that applicant’s written submission higher than others, regardless of the quality.

impress.ai removes this risk in two ways. Firstly, by automating the screening process and secondly, by allowing the recruiter to evaluate all candidates’ responses to each question in sequence, rather than evaluating all the answers from one candidate at once. This means the recruiter assesses each answer independently, without carrying over the judgement of a candidate based on a previous response.

#4 Making it easy to do the right thing

We understand that resources are finite, and teams must decide where to deploy them for maximum impact. Technology can be an enabler, but if it’s challenging to learn, hard to use or requires a developer to customise, it won’t be used, or corners will be cut.

That’s one of the ways impress.ai is different – we make it easy for your team to do the right thing with technology that is simple to use, flexible and easily customisable in-house.

#5 Continuously learning and updating

Your impress.ai workflow uses machine learning to continuously improve and update itself based on real-time candidate and recruiter actions. It’s simple to train the algorithm, any recruiter or HR team member can do it, and we’ve even gamified it to make it engaging.

Diversity is a critical part of your recruitment, but it can be challenging to deliver with a manual process. If you are ready to experience what AI-powered recruitment can do for your business, increasing productivity, reducing costs, and finding the best candidates while delivering on your fair hiring agenda, get in touch with the impress.ai team.

What Roles Do Chatbots Work for in AI Recruitment?

“The world is about to be re-written, and bots are going to be a big part of the future.” – Phil Libin, venture capitalist and co-founder of Evernote

Introduction:

Before we get to its many functions, let’s understand the basics of a chatbot. For starters, what is it? An AI chatbot is a conversational interface that helps carry out basic processes using artificial intelligence and machine learning. This could be something as simple as letting a recruiter know how many interviews they have on a given day to something more complex, like setting up interviews with candidates. 

There are many benefits to using a chatbot, but one big one is the fact that it can be present in more places than an actual human recruiter. For example, the same chatbot can be talking to one person on email, another via SMS, one on a social media channel like LinkedIn, and another still doing actual work with the recruiter within their ATS. If one person had to have all those conversations at the same time, it could get confusing and overwhelming quickly. A chatbot can field all of those questions and help each individual concurrently. 

When you’re answering the big question regarding the many roles of a chatbot in recruitment, the short answer is that it can play an important role in converting inbound candidate prospects for all kinds of jobs. So, as long as you are prepared to post the role online on your job page or a job board, you can use a chatbot for the role. 

The Objective:

The main goal of having a chatbot is to help move a qualified prospective candidate to your candidate conversion pipeline. It’s a great way to move the candidate along the funnel because it’s interactive. This means that your drop-off rate, when compared to traditional methods of webpage job applications, can be 40-50% lower when you use chatbots.

Some of the things a chatbot can do to help move the candidate down the conversion funnel are company branding, engaging job seekers, scheduling interviews, automated pre-screening, document collection, sourcing candidates, improving diversity, and answering queries. There is no doubt that a well-trained recruiter is better than any chatbot. But it is just not practical to have all inbound candidates talk to a recruiter.

Three of the most widely discussed ways to use your chatbot in recruitment are answering frequently asked questions, pre-screening candidates, and scheduling interviews. But chatbots play other important roles that are less obvious. Here are 6 of those operations:

1. Answering FAQs

Just 38% of consumers want to talk with a human when engaging a brand, and 69% of them prefer to use chatbots because they can deliver quick answers to simple questions and obtain basic information quickly. What are the candidates’ most frequently asked questions? Generally speaking, the most common questions asked are about applying for a job, specifics about a position, salary, and their application status. But since the pandemic began, new questions on Covid preparedness, remote and work from home policies, and medical and personal leave paid benefits have been more popular. 

2. Automating pre-screening

An AI chatbot can rapidly pre-screen candidates based on job applications, resumes, and other written materials, as well as on pre-recorded video interviews submitted by job seekers. This leaves the recruiting team free to focus on functions that require a human touch. This includes following up with the most qualified applicants via live interviews conducted either virtually or in person. Pre-screening is just one of the routine recruitment processes that chatbots can handle for you. Automation of processes like background checks, skills assessments, and routing requisitions for approval is also something the AI-digital assistant enables seamlessly.

3. Scheduling interviews

You can add interview scheduling to that process automation list, as well. Companies need to make the most of their HR staff, giving recruiters more time to work on sourcing and building relationships with in-demand talent.

4. Representing your brand

Introducing a chatbot means adding a new touchpoint for your customers to reach out to your business in the customer journey. Every touchpoint represents an opportunity to strengthen your brand equity by evoking your brand’s tone of voice. A total of 39% of women rank company brand as a “very important” factor when deciding to apply for a job, while 33% of men say the same, according to Glassdoor. Additionally, a chatbot can help you boost your company’s bottom line. Data from LinkedIn demonstrates that strong employer branding results in an average 43% drop in recruitment costs.

5. Engaging with job seekers from the beginning to beyond

Potential candidates can get turned off when companies don’t get back to them immediately. In one study from 2020, 52% of job hunters named “a lack of response from employers” as their biggest frustration. Chatbots can do much more than initiate engagement by welcoming newcomers to your career site, asking how they can help, and answering FAQs. When you capture job seekers’ contact info and other data, you can keep your candidates engaged by:

  • Thanking them for applying
  • Reminding them of interviews
  • Keeping them updated on their application status
  • Informing them of future job openings when those arise

        6. Sourcing candidates

Chatbots can help source job candidates in a variety of ways:                                            

  • Connect with passive job seekers: Recruiting chatbots can be a subtle way to approach candidates who are not actively looking for new jobs. These job seekers may be more willing to engage with a chatbot than a recruiter because it’s a lesser commitment. This also saves your team from wasting time on job seekers who are less likely to apply.
  • Help candidates apply by text: There are perfectly good reasons to have a longer application, but if you’re losing candidates, it may be time to prioritize the type of data needed. For many, the solution is allowing candidates to apply by text. A chatbot guides candidates through a quick and straightforward application, and just like that, they’re under consideration.
  • Facilitate online job fairs: In the pandemic/post-pandemic era, job fairs have gotten tough to pull off. Chatbots can help communicate and facilitate online virtual job fairs, though recruiters can choose to manage conversations themselves if they wish.

7. Opening the doors to diverse candidates

Companies today strive for diversity across regional and national borders, race, gender, and age. In 2020, 77% of talent professionals agreed that diversity will be a crucial factor in the future of recruiting, also according to LinkedIn. Researchers also predicted that the increased remote work options due to the pandemic will help to raise geographic diversity. Chatbots can also be used to help prevent unconscious bias during candidate pre-screening.

8. Assessments

A chatbot’s ability to deliver basic assessments within a conversational experience makes it quite an asset for the recruiting team. This is mostly because it automatically advances the candidates to the next stage or schedules interviews if the candidate passes the assessment stage. Chats can also trigger specialised suitable tests that can be integrated into the system.

In Conclusion:

  • Of the 8 things mentioned that a chatbot can potentially do for your candidates, all of these can be effectively delivered for junior to mid-level roles. 
  • For senior roles or hard-to-fill roles, you are better off taking out screening and assessment from that list and giving more personal attention to these candidates by having recruiters talk to them.
  • For manual work, on the other hand, you can likely remove the assessment from the list because it is better to assess manual work live with someone observing the candidate do the work. However, you can still automatically collect certification documents or background information from these candidates.

Here’s our CEO, Sudhanshu Ahuja, giving you helpful insights on the roles of a chatbot: https://youtu.be/uBWEiwKkR9A

Curious about whether to add a chatbot to your recruiting process? Talk to our team for a free consultation today by clicking here.

How Accurate Are Chatbots in Screening Job Applicants?

To the user, chatbots seem to be “intelligent” due to their informative skills. However, chatbots are only as intelligent as the underlying database. –Peter Gentsch

Are chatbots really the future of recruitment? If so, how do you use them effectively in order to generate a pool of quality talents? To answer these questions let’s understand the basics.

Hiring can be time-consuming, costly, and tedious. It also contains multiple bottlenecks that harm the candidates experience during the recruiting process. However, by making AI-powered recruiting chatbots a part of your talent acquisition and hiring process, you can achieve the following benefits: 

  • Speed up your hiring process

On average, hiring managers spend 13 hours a week sourcing candidates for a single role.  Chatbots can streamline this process, reducing your workload and expediting time-consuming admin tasks- like parsing large volumes of resumes and job applications, contacting candidates, scheduling interviews, and booking interview rooms—allowing recruiters to focus on higher-value activities.

Plus, since chatbots can communicate with candidates via text message or chat box, they can actually improve candidate response times, eliminating the need to wait hours or even days to hear back via email.  

  • Improve the quality of your hires

Chatbots can pre-screen candidates before you ever see them yourself, giving you the power to sift through dozens of candidates and increase your qualified funnel—without ever having to look at a resume, job application, or pick up the phone.

  • Generate better candidate experience

Chatbots open the lines of communication. And since chatbots can respond instantly, candidates won’t feel like they’re being ghosted or like they’re sending their resumes into a black hole. This is especially important since 49% of all job applicants will believe they didn’t get the job if they haven’t heard back within two weeks of applying.  

  • Reduce human bias

Unconscious biases can distort hiring in a number of ways. Chatbots remove this human bias by relying on conversational cues to suggest candidates that are the right match for your roles based on skills, experience, and qualifications—rather than gender, age, and race. In this way, chatbots inject objectivity into the hiring process and ensure that all candidates are being treated equally.

However, if chatbots aren’t used carefully, they can backfire, giving candidates a negative impression of your organization. To use chatbots in order to produce maximum benefits, we need to address the reliability of a chatbot during the screening process of an applicant- how accurate are they?

The accuracy of a chatbot depends upon the screening criteria.

“Screening” is a process to determine that the applicant meets the minimum basic criteria for being considered for the role. It doesn’t mean that the applicant is suitable for the role, rather it measures whether the applicant is worth assessing because they meet the basic requirements. This could include that the recruiter is looking for certain qualifications or experience for the position due to the knowledge required for it. It may also target the location of work and the amount of time that the applicant is willing to work for. 

a. Chatbots can be 100% accurate if the screening criteria are accurate and objectively defined.  

However, you can get screening requirements wrong when we start to use mental shortcuts such as heuristics. In fact, heuristics should be identified and avoided as screening criteria. This is because of the following reasons:

  • The evaluation is only as good as the people who get to do it.
  • You have to do a good deal of analysis and thinking to make sure you choose the right heuristics in the first place. If this is wrong, no matter how good the experts are, you are likely to get less than optimum results.
  • Often the problems identified are not critical (or even real in some cases).

Similar concepts apply to assessments but all the more strictly.

b. To achieve accuracy, chatbots can be coupled with assessments of skills, knowledge and work styles (or work personality).

A chatbot interview can be combined with conversational assessments or integrated third-party assessments to make them even more accurate in identifying the right candidates for the job. This adds an additional layer of evaluation on top of screening criteria. However, not all interview chatbots can do this. impress.ai’s offering is one that does.

So when do we use a chatbot in the hiring process?

Now that we’ve evaluated the pros and cons of recruiting chatbots, let’s focus on when we can use them. Chatbots can improve efficiency and productivity for a variety of recruiting functions, including:

  • Pre-screening candidate applications

Once a candidate applies to your job, a chatbot can begin asking them about their work experience, skills, interest areas, and previous companies. As the chatbot assesses applicants, it can come up with a shortlist of the top candidates to present to you.

  • Scheduling interview dates and times

Intelligent chatbots can access your calendar, check your availability, and schedule interview dates, times, and locations. This can reduce drop-off rates and help find a  time that works for both you and the candidate.

  • Answering candidate questions

Chatbots can serve as an interactive, 24/7 FAQ, there to answer a candidate’s company and role-related questions without taking up your valuable time and resources. 

How to use chatbots the right way

Here are some best practices for using recruiting chatbots to improve the hiring experience based on the benefits and limitations of its accuracy:

  1. Don’t leave out the human touch

Chatbots still require a human touch to work effectively. In fact, 95% of workers agree that technology should assist during the recruitment process, not replace it entirely. One way to keep the human element is to make sure there are other ways for the candidate to contact you throughout the process (via phone, email, etc.). If it’s hard to get in touch with an actual human, your candidates’ experience can suffer.

2. Track chatbot performance

Continually evaluate what’s working and what’s not, to gauge the success of your chatbot and help tune your system. You can use tracking KPIs to do so.

Thus, we see how incorporating recruiting chatbots along, with a little human intervention into your hiring process is a strong way to fuel your talent pipeline, find the right talent for your vacancies more quickly, and ensure that candidates feel like they’re being respected and heard. With the right decisions, a chatbot might just make your recruiting process more human.

Here’s our CEO, Sudhanshu Ahuja, sharing information on the accuracy of chatbots: https://youtu.be/In2QHdk_Qks

Curious about whether to add a chatbot to your recruiting process? Talk to our team for a free consultation today by clicking here.

Four Ways AI Can Help Your Organization Thrive in The Great Resignation

The Great Resignation is a global employment trend that sees significant percentages of workers leave their current employment – and even their industry. Some parts of the world, including North America, are in the thick of it, and it will soon hit the APAC region. The Great Resignation will profoundly impact how we recruit and will be a double-edged sword for many organizations. While there is a chance you will lose some employees, it’s also an excellent opportunity to find great new talent, bringing fresh perspectives and a wealth of experience to your business – if you are ready for it.


Here’s how an AI-driven solution can give you an edge in a busy recruitment market:


1. Faster hires
As top talent enters the marketplace, competition will be stiff, and those who move slowly risk losing out. AI-driven workflows can significantly speed up your recruitment process, moving the best candidates from pre-screening to interview
stage at lightning speed, with little or no intervention from your team. In fact, impress.ai clients have experienced up to a 90% reduction in time to shortlist.


2. More accurate, fairer hiring
When you have a large pool of applicants, screening can be an administrative headache. It’s also entirely inefficient and leaves your hiring process open to human bias. An automated workflow can do all of this for you. From screening candidates on basic requirements, such as citizenship status and qualifications,
to assessing and scoring written submissions, progressing only the most suited candidates. With impress.ai, you can achieve up to 50% more accuracy in your hiring, driving your fair hiring agenda and delivering the most talented candidates for the job.


3. Delivering a better candidate experience
Candidate dropout can be a significant issue for organizations, particularly in a competitive market. One of the leading reasons for this is poor candidate experience, and it’s easy to see why. In a busy market, it’s tough to maintain a consistent, high-quality experience when dealing with a large applicant pool. This is another area where an intelligent, automated workflow can help.

With impress.ai, you can create an automated workflow that delivers a high-quality experience from the initial application through to the interview stage. Our employer branding module delivers an on-brand experience at every step, and our customizable chatbots guide candidates through each stage seamlessly. These chatbots can even learn to answer a range of FAQs, so your recruitment is always on, answering candidate inquiries 24/7.


4. Reducing repetitive tasks and admin

An automated workflow doesn’t just deliver you the best candidates quickly; it also reduces repetitive tasks and admin, giving your team time back to complete higher-value activities further up the chain. For just one client, implementing impress.ai saved an incredible 170+ hours of productivity on graduate program recruitment and reduced costs by over SGD $62,000.


Are you ready for the Great Resignation? Visit impress.ai to find out how our leading AI-driven solutions can transform your hiring process.

How Can Chatbots Help in Recruiting?

“Any sufficiently advanced technology is indistinguishable from magic.” -Arthur C. Clarke

Designed to help save time, money, and improve the overall applicant experience, meet the HR manager’s dream assistant- the recruitment chatbot! If you’re already following some set of standardized processes or looking for greater consistency in your candidate experience, then you and your organization can benefit from using these AI chatbots. 

While there is nothing better than a well-trained human recruiter having a one on one with a candidate, it can become quite challenging to do so if you’re working with a large number of applicants. In this case, it is wise to turn to AI chatbots to help you in the process. To understand these better, let’s focus on what these chatbot assessments are and how they work.

An AI chatbot is a conversational interface that is designed to mimic human conversational abilities during the recruiting process. This software application looks like an instant messenger chat window and carries out basic processes using artificial intelligence and machine learning. This could be something as simple as letting a candidate know where they are in the recruitment process to something more complex, like setting up interviews with candidates. 

Now let’s take a look at the 8 key functions that a chatbot can help the recruitment team with:

1. Employer branding

A strong employer brand boosts your organization to create a sustainable hiring pipeline. Companies are integrating AI to support the work that goes into that. Brand-building basically refers to communicating the company culture, growth opportunities, diversity, and inclusion. It can also be used to show a job preview. The role of the chatbot in this scenario includes screening hundreds of candidates in seconds, help employers plot and build out a whole series of touchpoints, and scrub off hiring biases through a fair selection process. This makes the chatbot a very important functionality for the candidate to explore the fit with the company, and it also helps to lift the employer brand.

2. Job matching and recommendation

As observed in many cases, a candidate applying for one role may also be suitable for another role. In this case, a chatbot can collect basic information about the candidate and help show them recommended roles based on their resume. Not only does this help the candidate find the perfect fit for her/his skills, interests, and experience, but it also aids in increasing the relevance of job applications for the recruiter.

3. Screening

This functionality of a chatbot allows you to collect basic information from the candidate to evaluate their eligibility for the role. Concerns like do they have the legal right to work? Are they able to travel to the job location if needed? What are their notice period and salary expectations? Here’s where the chatbot takes care of things- if the candidate is not eligible for the job, this information can be communicated before the candidate invests a lot more time on the application. This means that the candidate, as well as the recruiter, saves ample amounts of time. While an AI chatbot screens out unqualified candidates more quickly, recruiters can focus their efforts on creating connections and building relationships with interested and qualified candidates.

4. Job application

It’s not news how filling out a job application can be tiresome and time-consuming. Even a form that simply asks for resumes as part of a standard application process observes a significant drop off in the number of candidates. A similar result is observed when they are asked to produce their LinkedIn profile. This could probably be due to the possibility that the candidate doesn’t have an updated resume or a profile. Chatbots resolve this issue by acting as an extremely effective tool to collect the necessary information because of their interactive nature, and the fact that the entire engagement is based in real-time. This interaction also adapts based on the data received from the candidate. The entire process gives an impression of progress and simultaneously helps reduce the drop-offs drastically.

a. Automated scheduling

Interviews include scheduling tasks that take up to 15 minutes. This can take a much longer duration when multiple interviewers are involved, thus making it impractical to schedule interviews manually. Chatbots handle this task much more feasibly by triggering automated scheduling right after an eligibility check or right after the candidate has completed the application form and certain assessments. 

b. Assessments

A chatbot’s ability to deliver basic assessments within a conversational experience makes it quite an asset for the recruiting team. This is mostly because it automatically advances the candidates to the next stage or schedules interviews if the candidate passes the assessment stage. Chats can also trigger specialised suitable tests that can be integrated into the system. Although the compatibility varies across different providers, our customers report that a straight-through processing system can reduce the time it takes to complete multiple job applications stages from a span of days to a couple of minutes! This is done by minimizing the intervention of the recruiter at early stages.

c. Document collection

Following up with candidates for documents is usually a tedious process. But a chatbot link system makes that easier by helping you keep track of the documents submitted and even helps retrieve missing documents. This makes document collection less of an administrative task for the candidate and more seamless on the recruiter’s side.

d. Answering queries

Applying for a job using a form on the applicant tracking system can be a one-sided experience. This is simply because applicants are asked several questions but they don’t get to ask any. Fortunately, an AI chatbot steps in to ensure two-way communication. Automated query answering can help answer candidate queries fast and avoid the need for the recruiter to answer thousands of questions manually. Our clients report that they are typically able to resolve over 90% of queries asked by candidates without recruiter intervention. Besides making it feel like an engaging communication between the two parties, this feature of the AI chatbot results in the candidates feeling appreciative of the fact that the company put in the effort to make their experience better.

    How impress AI takes it a notch further:

  •   We use Natural Language Processing (NLP) to have meaningful conversations with candidates.    
  • Chatbot interactions are based on deep learning models to ensure a realistic and smooth interview process.
  • Our chatbot shares shortlisted candidate profiles, along with assessment scores and interview transcripts directly with you.  
  • You get to choose which assessments to evaluate candidates with, whether that’s behavioral and cognitive skills, technical skills, competencies, or cultural fit.
  • Our chatbots also integrate with video interviewing platforms and can use the score from video interviews to decide if candidates move to the next round.      

         Let’s discuss the results!

  • With impress.ai, our client (leading Asian Retail Bank) is achieving massive reductions in their overall candidate qualification time (>75%), through automating and integrating their screening, interviewing, and shortlisting processes via impress ai.
  • 400 candidates were hired annually and there was also a reduction in candidate qualification time.
  • About 30,000 candidates applied for the role. This serves the client’s goal of utilizing their personnel for comparatively higher-value work, such as greater quality candidate engagement.

Here’s our CEO, Sudhanshu Ahuja, sharing information on how chatbots help in recruiting: https://youtu.be/_IMK5akzgB0

Curious about whether to add a chatbot to your recruiting process? Talk to our team for a free consultation today by clicking here.

impress.ai launches its new Video Interview solution

We heard you loud and clear. Introducing our new integrated Video Interview feature, to give you and your candidates a smoother recruitment experience

impress.ai video interview cover photo

Over the last year, many clients requested us for an in-built video interviewing solution within the impress.ai ecosystem, that could help provide not only a smoother experience for the candidates, but also makes the clients’ lives easier with only a single contract to manage.

impress.ai video interview sample screenshot

So in the last few months, we have been busy behind the scenes, working hard to convert this inconvenience into a win-win proposition for both- our clients and their candidates. We are proud to announce, that in collaboration with myInterview– an intelligent candidate video screening solution, with over 2 million videos processed to date, we will now be offering an integrated video screening feature within the impress.ai environment.

This means, no extra apps for the candidates to install during their hiring journey. And with this solution now being a part of our ever growing suite of AI-based recruitment solutions, our clients only need to sign a single contract that will include the new video screening feature within their existing or renewed agreement with impress.ai, leading to significantly reduced time and money spent.

Interested to know more or sign up? Get in touch with your impress.ai Customer Success Manager, or Contact Sales on our website today!

When AI and Data Analytics Meet Healthcare

The Telegraph covered a robotic revolution in the healthcare sector and predicted an increase in robotic systems in hospitals in the coming decade. Insights from 2016 indicate that about 86% of healthcare provider organizations and technology vendors to healthcare are using artificial intelligence technology. Institutions across the globe are adapting to automation, machine learning, and artificial intelligence (AI) including doctors, hospitals, insurance companies, and industries with ties to healthcare.  Here are a few of the many ways AI and data analytics are paving the road to better healthcare

1. Mining Medical Records and Devising Treatment Plans

In a day, a radiologist attends to almost 200 patients and 3000 medical images. Today, every person who visits a medical practitioner has their medical record created. The number of records will only grow in the coming years. Analysing this data and determining a treatment plan consumes valuable time. AI can help reduce the workload and expedite the medical process with the help of something called as a Patient Data Mining.

MIT’s Computer Science and Artificial Intelligence Laboratory (CSAIL) created ‘ICU Intervene’, a machine-learning approach that collects a significant amount of ICU data ranging from medical to demographic details. Through this data, the AI can determine the types of treatment the patients need and quicken the diagnosis to save critical time.

A community hospital in Florida, the Flagler Hospital has created a CarePath for every patient admitted from Pneumonia or Sepsis. This CarePath has traced a Data Group called the Goldilocks groups, which had the lowest length of stay, lowest readmission rate, and lowest cost paid. The process followed for these patients led to the best possible outcomes. This helped the hospital trace what should ideally happen in the emergency room in a sequence.

This pathway is expected to cut length of stay by two days and save $1,356 per Pneumonia patient. They also found the readmission rate reduced from 2.9% to 0.4% of total patients.

“Data gathered and presented by AI algorithms will enable healthcare providers and doctors to see patients’ health risks and take more precise, early action to prevent, lessen the impact of or forestall disease progression. These interventions will curb healthcare costs and lead to improved patient health outcomes,” said Derek Gordon, COO of Lumiat, to Cygnismedia.

2. Assisting in Repetitive Jobs and Future Prediction

Routine jobs such as X-rays, CT scans, and data entry can be offloaded to an AI assistant.

In cardiology and radiology, not only does analysis and compilation of data consume crucial time but is also prone to trial and error. AI can prove to be more accurate and helpful in such scenarios. It can read CT scans and medical reports to provide a diagnosis of similar images stored in the database.

In fact, a Chicago start-up, Careskore uses a cloud-based predictive analytics platform. Using Zeus algorithm in real time, Careskore predicts the likeliness of an individual’s hospitalisation after studying a range of data which includes a combination of behavioural, demographic and clinical data.

3. Blending Physical and Virtual Consultations

Chat bots used in the healthcare sector interact with the patients through telephone, text, or website to schedule appointments and follow-ups, billing, processing 24×7 urgent requests for customer care, and so on. They help in reducing the overall administrative cost of the hospital.

Medical Virtual Assistants (MVA) collect and compile a patient’s medical and demographic details. M-health apps help people track their health and notify patients about upcoming appointments. They are also programmed to answer the basic health-related or medical queries of a patient.

A great example of MVA is Sensly, it is an avatar-based clinical app. It helps clinicians, caretakers, and patients better monitor and manage their health. It has deployed the first fleet of AI powered nurse-avatars to clinics in San Francisco. It focusses on creating an effective communication channel to avoid repeated hospital admissions.

According to The Medical Futurist, UK desires the following solutions from a Health app;

4. Medication Management

AI-enabled systems can track patients’ data and suggest treatments based on analysis. An Israeli start-up developed AI algorithms closely accurate or even more precise than humans when it comes to the early detection of conditions such as coronary aneurysms, brain bleeds, malignant tissue in breast mammography, and osteoporosis. This way AI can become an active part of clinical-decision making. In a recent article by Wired, it’s stated that AI is 99% accurate and 30 times faster in studying and translating mammograms, allowing much earlier detection of breast cancer than human doctors can. Such assistance can significantly augment the medical procedure.

In order to monitor the use of medication by a patient, National Institutes of Health have created an app called AiCure. This app uses the phone camera to track the dosage. It has been a significant contributor when it comes to patient who tend to go against the Doctor’s advise or suffer from serious medical conditions.

[According to Enlitic, a medical startup, “Until recently, diagnostic computer programs were written using a series of predefined assumptions about disease-specific features. A specialized program had to be designed for each part of the body and only a limited set of diseases could be identified, preventing their flexibility and scalability.”

Also, AI is becoming crucial to improve data documentation and indexing in electronic health record (EHR) systems. Even though the EHR platforms continue to proliferate, navigating and accessing data from these platforms have remained inconvenient for most of the healthcare providers. In fact, most of them find these systems inflexible and costly to configure. AI facilitates accurate data extraction and clinical documentation. Subsequently, it helps delivery networks develop predictive algorithms for health prediction and diagnosis. For instance, Google and Enlitic are working on AI-based image interpretation algorithms. Also, AI-derived EHR platforms render support in making clinical decisions and devising treatment strategies

5.Blockchain Can Enable More Efficient HER

Seamless interoperability of electronic health records (EHR) is crucial for accurate medical data management. However, that’s exactly the problem healthcare providers are frequently facing. According to John Meigs, Jr., MD, Board Chair, American Academy of Family Physicians, “For the most part, the different EHR software programs available don’t talk to each other and in fact make it extremely difficult to exchange data across systems.”
Blockchain can make EHR more convenient and easy to use. Blockchain helps EHR to show date from multiple databases added in the ledger instead of a single data base. Here, blockchain acts as a decentralized control denying any exclusive ownership to data, but at the same time making it available for everyone. Eliminating an organization between the patient and his/her records is the biggest advantage of using blockchain enabling a more secured process of data exchange

6.Finding the right Talent in Healthcare

As the healthcare industry grows, there is always a need for qualified healthcare professionals. Often, hiring managers receive hundreds of resumes per open role. When shortlisting candidates for interviews, they use various data points such as filtering out candidates with too many or too few years of experience. Beyond this level of filtering, many companies are using AI chatbot software for recruitment. For example, Accenture uses Min, an AI virtual recruiter to hire data scientists in Singapore. This helps recruiters save time, improve efficiency, and make fair hiring decisions. For candidates, the chatbot engages, interviews, and shortlists them 24/7.

7. Helping People Make Better Health Choices

Based on the demographic, behavioural, and medical data of people, AI-enabled systems can predict health risks in advance and warn people accordingly. Six months after El Camino Hospital in Silicon Valley applied artificial intelligence, the rate of patients with fatal diseases fell by a 39 percent.

The most popular example of an instrument helping people lead healthier lives is the FitBit or other healthcare trackers. They are easily available, trace trends, and set health targets.

These apps and trackers can efficiently track a lot of data and guide humans to lead a healthy lifestyle. On the basis of the demographic, behavioural and medical data of people, AI-enabled systems can predict health risks in advance and can warn people accordingly.

As per OECD estimates and figures from The United States Institute of Medicine, the top 15 countries by healthcare expenditure waste an average of between $1,100 and $1,700 per person annually. Health App Solutions offered by AI helps healthcare systems avoid needless hospitalisations.

Not only does Data Science help Doctors by advising treatment solutions, but also enables people to lead a better and healthier lifestyle. 

References

http://news.mit.edu/2017/using-machine-learning-improve-patient-care-0821

https://www.cygnismedia.com/blog/how-artificial-intelligence-transforming-modern-healthcare/

https://sanvada.com/2017/12/15/how-companies-are-using-ai-in-the-field-of-patient-data-mining/

https://www.usnews.com/news/healthcare-of-tomorrow/articles/2017-10-31/hospitals-utilize-artificial-intelligence-to-treat-patients

https://searchhealthit.techtarget.com/tip/Four-uses-for-artificial-intelligence-in-healthcareps://searchhealthit.techtarget.com/tip/Four-uses-for-artificial-intelligence-in-healthcare

http://medicalfuturist.com/chatbots-health-assistants/

http://medicalfuturist.com/artificial-intelligence-will-redesign-healthcare/

https://www.healthcareitnews.com/news/flagler-hospital-uses-ai-create-clinical-pathways-enhance-care-and-slash-costs

https://www.weforum.org/agenda/2018/05/four-ways-ai-is-bringing-down-the-cost-of-healthcare/https://hbr.org/2018/12/using-ai-to-improve-electronic-health-records?autocomplete=truehttps://hbr.org/2017/03/the-potential-for-blockchain-to-transform-electronic-health-records?autocomplete=true