You’ve settled on an AI solution to help improve your recruitment process and now it’s time to implement that tool in your company. So where do you start? An implementation strategy is essential as it can impact the success or failure of your project. According to IDC, half of all AI projects fail in 1 in 4 companies. The good news is there are simple things you can do to ensure smooth and successful implementation. In this blog, we discuss five tips to help you successfully implement AI recruitment technology.
To solve a problem, one must correctly identify it. Before getting started with implementation, carefully examine whether your AI solution will help solve your defined problems. For example, implementing a video interview solution won’t solve a problem like time scarcity as someone still needs to watch each video to make a shortlisting decision. A good way to ensure you are addressing the right problem is to conduct a gap or requirement analysis.
Another thing you want to ensure is that the AI recruitment solution you choose aligns with your company’s ethical structure, culture and values. This means thinking beyond the price and capability of the AI solution you are considering. What is the philosophy of the company whose products you are considering? How are they ensuring their technology remains unbiased and ethical? How will the technology you choose change the way people work within your organisation and what will the impact of this be? It’s important to think all this through when selecting a product because people within your organisation are likely going to ask these questions and you want to have answers ready! Questions like this also help you assess how the AI technology you choose can work with your organisation long-term, negating the need to chop and change solutions.
It’s counter-productive to implement a brand new system without consulting the individuals who will be using it. Note that highly connected teams in organisations can improve productivity by 20-25%. Therefore, you must ensure key stakeholders and core teams are involved in the decision-making process so they can understand the rationale behind your decision and are excited about the technology chosen. One way to ensure teams are involved is to ask for a list of requirements they would like your chosen technology to have and allow them a final say in what product is chosen.
Once you have chosen your AI recruitment solution, create a plan around how it will address your main pain points and be introduced to the wider company.
The AI recruitment technology you choose should automate mundane tasks like scheduling interviews with candidates. Get really clear on what tasks the AI is replacing and relay this to your team. Then, plan how the transition to your new tool will take place. Some companies choose a date when all work should be conducted using the new technology. Others use a phased approach where the new technology slowly takes on certain tasks. It all depends on the tool you choose and the way your team prefers to work.
Once your rollout plan is determined, it’s time to introduce it to the rest of the company! One idea is to hold a kick-off meeting where you clearly explain how the tool works and how it will improve processes and empower better decision making. For example, an AI phone interviewer can save recruiters up to 26 hours per week and provide insight into soft skills enabling more insightful decision-making. By relaying key benefits to your team, people are more likely to get excited by the new technology and the opportunities it provides. This makes quick adoption much more likely.
Ensure your team feel confident using your new technology from day one by providing comprehensive training. Speak to the company you are partnering with as usually, they are more than happy to assist you during the training process. Another way to ensure successful implementation is to set clear KPIs. For example, you might require your recruitment team to use your new technology to engage with 90% of candidates. If you set the right KPIs you’ll be able to utilise them to measure the efficiency of your new system and identify where you can improve further.
Inform candidates of your new process by letting them know AI tools will be used as part of their recruitment process. This transparency is not only good for your company’s image but allows candidates to prepare themselves as well, enhancing their candidate experience.
You can take this a step further by providing candidates with resources such as blogs, videos or examples that clearly outline the rationale behind utilising your solution and the way it works. You can also provide candidates with an opt-out should they choose not to use the AI tool due to certain disability or other factors such as no internet connection.