Taking Talent Management to the Next Level with AI

How often do you sit at your desk trying to come up with questions you are going to ask your candidates during a video interview? Questions that will give you a deeper insight into who the candidates are, what they have to offer, or questions that will show you whether they would be a good fit for your company's culture? 

Probably quite often, but we got you. 

Of course, there are numerous questions available that will give you all the information you need from candidates, but we understand that as a recruiter, your time is precious and you would want your interview sessions to be productive. Therefore, coming up with questions that allow the candidates and you to connect and expand whilst providing insightful details for you is crucial. 

What's In This Post?

1. What Is a Video Interview?
2. How Should I Prepare a Video Interview?
3. Examples of Video Interview Questions 
4. How Many Questions Do I Ask In a Video Interview?

The world of recruiting is evolving every day, which is why the implementation of an AI video recruitment platform is the new way to approach hiring. 

Do you know that feeling after sending your CV to hundreds of companies, and hoping that at least one of them calls you back in for an interview, and, if you’re lucky, hire you as well?  I’m sure many of us have. Sending out CVs is nothing new in the world of a job seeker, but have you ever thought about how any of the companies will get to know the real you before introducing you to the team? This is all part of the candidate experience that is what draws you to a job, and what can make you feel less or more attracted to a company. 

Sales is the soul of the company. A good strategy is worth nothing without a good sales team transporting it to the customer. And building a strong sales team begins with establishing effective sales training strategies. Sales training is essentially an investment made by companies in the form of training.

As we have grown to know, implementing AI into your talent acquisition routine is the best way to source top candidates, and the first major step to building your ideal customer-facing team. In a recent search done by a group of Global Talent Heads say that nearly 96% of HR professionals trust that AI has the potential to enhance talent acquisition and create a  positive impact on the process.

Time and time again, there is talk of the “War of talents” that is frequently discussed. This is a significant challenge for recruiters: positions that need to be filled don’t have enough or the right candidates to be filled with. One strenuous circumstance is having empty applicant boxes. Perhaps an even worse one is filling application spaces with unsuitable candidates who don’t match your company’s target profile while simultaneously reassigning roles within the company.

However, the real challenge that several companies and HR teams are facing here is hiring freezes due to economic uncertainty and rising inflation. This has caused a large gap in employment and is beginning to put a strain on the remaining employees to take on more responsibility. 

How often is it, that volume hiring can become quite overwhelming at times?

As we know, recruiting is both time-consuming and quite challenging for recruiters indeed. Therefore, when hiring on a larger scale, it is usually the time to implement technology into the recruitment process to make the recruiter’s job a lot faster and easier.

This is where artificial intelligence (AI) steps in to speed it up.

Having AI in recruiting, increases the rate of efficiency during bulk hiring and enhances the overall hiring experience for both the recruiters and the candidates.

It is a continuous journey in finding the right people for your team. You hope that they turn out to be your best hires and top performers producing the best work. However, a lot of the time companies struggle to find these top performers and keep them.

This is the war for talent.

It refers to the ever-increasing competition between recruiters scouting for “top talents” and the highly skilled and educated workers that are ready to add to the future success of your company.

Before technology took a big leap in redefining the way companies recruit, market shares and sales figures once defined the success of a company, but now – company culture and overall satisfaction are beginning to take over.

So, simply asked – how can your company’s hiring team become successful in finding the best talents there are while making sure that they stay? …. The secret may just be in AI.

As we step into Pride month this June, it is now one of the best times to review the importance of diversity and inclusion in one’s work environment. As we begin to learn more about how a company’s culture is the core of how the team behaves and performs, and how bias is a big cause for conflict – it is time to finally implement this new knowledge into shaping your company into the ideal team that fosters inclusion, and equality. Hence why this is the time to point out exactly how you can achieve this in the best possible way.

In this new era of recruiting where your personality matters more than the skills and experiences you have accumulated throughout your career, Artificial Intelligence (AI) has been the ultimate game-changer for all.

Throughout the years, resumes, references, and interviews have been the standard selection pieces for the hiring process. Resumes provide the hiring team with an overview of a candidate’s work history, references provide insight into their work ethic, and an interview gives a sense of an applicant’s communication style. However, in recent years, recruiters require more than a well-written CV and a confident attitude in face-to-face interviews to determine whether an applicant is an appropriate fit for a role. As the recruitment process has developed, it is shifting its focus onto other aspects when considering a candidate: personality.

By highlighting personality during the recruitment process, not only do you gain deep insight into a candidate's potential, but it also eliminates bias and speeds up the recruitment process in an effective manner. Therefore, as you welcome your new team member, their valued traits, and behavior will be sure to benefit the work environment and enhance the further success of the company. 

What's in this post?

1. Personality as a predictor of future job success
2. Personality assessment benefits 
3. Volodymyr Zelensky and The Big-5 personality profile 

Economies around the world are coming up for air as sanctions and lockdowns have been loosened and vaccine roll-outs continue. People are getting ready to shear off their pandemic grown locks and dust off their suits as offices begin to open their doors back up.

But the recovery hasn't quite been even, and the long term effects are certainly being felt.

Human resource management teams and hiring experts around the world have scrambled to adjust to new norms after experiencing the most significant driving force for change in the past few decades. Millions of jobs have been lost, yet recruiters are still struggling to fill open positions with the right employees. In fact, a recent jobs report from the U.S. suggested a loss of momentum in the pandemic recovery — the economy added just 266,000 jobs in April, a quarter of what was expected. In nations where inequality and job opportunities were already scarce, such as Latin America and the Caribbean, the pandemic has underscored the pre-existing inequalities in the region, where the most vulnerable and poorest groups have been disproportionately affected.

Despite the recent job gains, the U.S. labour market is still 6.8 million jobs short of pre-pandemic levels.

So how can companies adjust to post-pandemic ways in terms of the recruitment process? How can recruiters widen their applicant pool and hire the right matches for the company's culture?

Soft skill training has become more important now than ever. With the introduction of new technologies and innovation, the business landscape is seeing a skill shift. 

The way work gets done is evolving rapidly, and in parallel, employers are no longer looking for the same capabilities from employees as they did years ago.  

There has never been a more important time to assess the future of women in the workplace, and the actions required to create a sustainable, long-term change. In honor of International Women’s Day on March 8, 2022, Retorio has joined this year’s campaign theme of #BreaktheBias in asking the world to call out biases against women within the working environment, at school, and at home. This campaign also highlights the individual and collective predispositions that society has formed against women.

Obviously, every person has a unique personality that develops and changes over the years. It’s the reason why you might instantly become best friends with some people, while with others you never quite feel like you’re on the same wavelength.

Gone are the days when searching for the right talent for a job position was a longwinded, and tiresome task. Statistics show that 82% of HR personnel struggle with adoption challenges where there was not enough access to the right information about the candidates.

This results in difficulties finding the right applicants or failing to retain the high performers. Along with the constant pressure that companies face in scouting for top talents to up-skill their workforce, AI comes to the rescue in helping to reduce up to 40% of a recruiter’s time spent on repetitive and mundane tasks such as interview scheduling or automating the application process that screen resumes. Instead, the time saved can be spent improving the candidate experience and building relationships.

By getting to know the candidates deeper than what their resume has to offer, HR is taking into consideration the factors that are important to employees.

The most important thing HR can give an employer is a company that wins in the marketplace. But what exactly are the learning and development strategies that help to do this? 

“What is the return on learning?” “How effective are our learning programmes?” These are just some of the questions that have continued to circulate in the minds of HR professionals over the years. After all, almost every organisation trains its workforce, often spending large sums doing so. But what is the use if you can’t measure whether it’s improving business performance? 

The future of work has arrived ahead of schedule – in 2021 we started to realise that the pandemic normal, that 2020 threw at us, was indeed not a temporary shift. As Europe heads into its fourth wave of the Covid-19 pandemic, the world is learning that the sudden and extraordinary circumstances are, in fact, here to last. 

Indeed, 2020 threw us a curveball. New workplace norms had to be hurriedly adopted, and this, in turn, taught all of us many lessons about how to maintain an engaged workforce from distance, and what this meant for company culture.