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Using AI as a Hiring Manager

Since October 2022, hundreds of thousands of workers have been impacted by mass layoffs. These reductions have impacted internal teams in multiple ways, but if you're a hiring manager, you might find that you have decreased internal recruiting support and you’re being asked to tackle more of the hiring process on your own.


There are 3 areas where we feel like AI is most helpful if you’re a hiring manager:


  1. Writing job descriptions;

  2. Creating interview guides for your hiring team;

  3. Formulating interview questions.


Job Descriptions


Sometimes writing a job description seems easy - you’ve hired this role multiple times, and as the hiring manager, you know exactly what the responsibilities will be and what experience is needed to be successful in the role. But what if it’s been a few years since you’ve hired for that position? Or if you’ve never hired for that position? 


AI-powered tools can analyze vast amounts of data from other company’s job postings, public candidate profiles, and industry trends to generate comprehensive job descriptions tailored to specific roles, saving you research and writing time. With the correct prompts, AI engines can ensure that job descriptions are clear, concise, and inclusive, and may help you attract a more diverse pool of qualified candidates.


Interview Guides


The most successful hiring teams use structured interview guides to ensure that each candidate has a similar experience. These guides also help each person participating in the interview process understand why they are included and what they should cover with each candidate. If you don’t have much talent acquisition support, the idea of creating a structured interview guide can be daunting and might not seem like it’s worth the effort. 


AI engines can pull available data from your job description, from other public postings, and from other public data sources to create guides that offer interviewers prompts, follow-up questions, and evaluation criteria to ensure consistency and objectivity across interviews. If you’re particularly AI-savvy, AI algorithms can continuously improve interview guides, enhancing their effectiveness over time, allowing you to make more informed hiring decisions.


Interview Questions


If you’re not quite ready for a full interview guide, AI can still help you provide a consistent candidate experience across every interview by generating interview questions that are relevant and insightful. We’ve all done the internet search for “good interview questions,” but many of these questions can be too broad or can unintentionally trigger interviewer biases, which will not give you good insight into a candidate’s capability. 


By analyzing your job requirements and desired skills, AI algorithms can suggest a range of questions that assess candidates' qualifications and experience, which can be customized based on the job role, level of seniority, and specific competencies required. You may find that using AI-generated interview questions lessen bias-driven decisions and change your interview style. 


If you’re hiring, AI has a lot of potential to help you increase your hiring efficiency, reduce bias, and improve your candidate experience. Whether you’re new to or experienced with hiring, using AI can help you work smarter, not harder!

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