The Secret to Efficient Recruiting: Technology Transforming HR.

A Day in the Life of Neo, a Recruiter

• AM 11:00 ~ 11:30 Neo, the recruiter for Company A, has an online job fair today. The online job fair uses AI to match applicants with companies; thus, he inputs the job description (JD) and the company culture. Within a few seconds, he receives recommendations for the top 50 candidates from a global applicant database. After entering the company's working style, the final candidates are narrowed down to 5. Once he sends out notifications, one candidate accepts the interview for this afternoon. The time taken from entering the JD to scheduling the interview with the candidate was 30 minutes.

• PM 2:50 ~ 3:00 Before the interview, Neo opens the file from the candidate. He can review the resume, reference data, skill scores, and collaboration tendencies. Furthermore, Neo does not need to prepare questions himself. The interview bot summarizes key points based on the candidate's profile and generates customized questions. It also includes position-specific questions that are frequently mentioned in interviews with practitioners.

• PM 3:00 ~ 4:00 The interview is conducted through zoom.

• PM 4:00 After the interview, the AI analyzes the candidate's responses and prepares a detailed report. Neo reviews the interview content and decides whether to proceed with a deeper interview.

As a result, Neo has listed 5 optimal candidates and conducted the first round of interviews in just 1 hour and 40 minutes. He expresses his gratitude to the platform, saying, "I never expected the recruitment process to be this innovative thanks to technology."

How AI is Transforming HR

The instance above is a fictional account of a day in the life of a recruiter utilizing AI, some of which are currently being used in the hiring field. Artificial Intelligence (AI) has become the key to innovation across various industries, and the HR sector is no exception. Previously, recruiters had to analyze vast databases and invest time and costs to find suitable talent, but now, with the use of AI, it is possible to establish a smarter and more efficient process. In this article, we will explore how AI is being utilized in the HR field.

Major Instances of Utilizing AI in HR

1. Analyze Résumé

A competition ratio of 50:1 or 100:1 indicates that finding a job is difficult, but from the perspective of recruitment managers, it also means there are many resumes to review. If it takes reading 100 resumes to recruit 1 person, what if 5 people need to be recruited? Recently, AI has been utilized in the document screening stage. It quickly analyzes applicants' resumes to extract key information and determine if they are suitable candidates for the company. This allows hiring managers to focus on the most qualified applicants instead of reviewing hundreds of resumes.

2. Bias-Free Talent Evaluation

Unconscious biases held by individuals can undermine fairness in the recruitment process. AI provides objective evaluations based on applicants' skills, experiences, and data, fostering a fair recruitment culture. In particular, TEO offers information that interviewers are curious about based on applicants' reference data. It allows for the verification of applicants' work styles and collaboration abilities with colleagues through reliable data.

3. Recruitment with Predictive Analytics

AI can analyze candidates' profiles to predict whether they are the right fit for our company. This allows the company to anticipate periods of talent shortages and establish timely recruitment strategies. This feature is particularly useful for projects that require large-scale talent acquisition. Specter has a Power Profile feature that can verify applicants' documents and performance. However, it currently does not support a search function, so users can only check the Power Profiles of candidates for whom reference check is possible.

4. Innovation in the Interview Process

AI-based interview bots can analyze candidates' responses to assess their behavioral patterns and tendencies. This maximizes efficiency in the early stages of the recruitment process and helps facilitate a quick transition to in-depth interview stages. Specter's AI, 'TEO,' analyzes references to generate tailored questions for candidates and can even predict their responses. Additionally, the Specter interview bot, currently in beta testing and set to launch soon, can vividly record the interview process and generate result reports. With these features, recruitment personnel can manage the entire interview process without needing to be present at every interview or conduct separate training for interviewers.

Finally, as recruitment experience becomes increasingly important, TEO can provide customized feedback to candidates, making it effective for recruitment branding.

Future of HR with AI

AI-driven HR innovation goes beyond simply increasing efficiency; it provides a better experience for both companies and candidates. Specter's AI, TEO, supports a fair and efficient recruitment process and is designed to address many of the challenges faced by recruitment personnel. If you are planning the future of your HR department, now is the time to collaborate with Specter. The innovation in recruitment will soon lead to the success of your company.