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Does using AI lead to a better candidate experience?



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While the Singapore labour market showed signs of improvement in the last year, many job seekers are still frustrated by the hiring process.

Top challenges included cumbersome recruitment processes, lack of personalisation, and unfair hiring practices, found a survey involving 2,000 Singaporeans, conducted by Indeed.

Half (50%) of job applicants report that their job searches were complicated by irrelevant opportunities. On top of that, 56% felt the recruitment process were too long and inefficient.

A similar percentage (55%) felt the job search process were not personalised or tailored to their skills and past experience.

To make things worse, almost half (46%) reported experiencing bias and discrimination when applying for a job. In particular, half (50%) of those aged 45 and above have felt discriminated by their age.

ALSO READ: Artificial intelligence for world peace? Why not, ask Asian Millennials

Indeed’s research also revealed that more than half of Singaporean job seekers are keen to see AI-driven technologies making their job searches more efficient and effective.

Most believed the use of AI can minimise hiring biases and focus recruitment efforts on matching candidates to the skills and experience needed for a role.

However, Andrew McGlinchey, senior director, Asia-Pacific at Indeed, warned that while AI is a great first-level qualifier, it does not take away the importance of human interactions in the overall hiring process.

“The traditional interview is still an important channel for recruiters to shape the candidate experience in order to instill trust and inspire loyalty right at the outset. After all, hiring is a two-way process that requires both job seekers and hirers to determine the right fit for both parties,” McGlinchey explained.

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面試官七宗罪

面試同樣是對人事部經理的考驗。下次面試時,記得不要做以下七件事。..

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