Artificial Intelligence is rapidly revolutionizing so many industries at such an alarming rate that one such advanced AI robot, Sophia, joined the panel and was pitched questions during this month’s UN convention on sustainable development. AI is producing multiple solutions for hiring managers including basic recruiting tools, intermediate applications and advanced AI solutions. Together or independently, these tools are creating a more effective way for HR to predict a candidate’s future success with their company.

Basic AI Recruiting Tools

Basic AI programs that can help recruiters with the sourcing and screening processes include screening chatbots and automated social media scraping tools. These tools are designed to provide weak or average indicators about an applicant’s likelihood of success with the company. Mya, an AI recruiting assistant created by FirstJob, is one such chatbot that interacts with applicants to verify they meet job requirements, answer questions and keep them informed on their application’s status. This bot provides 24/7 support through chat, text message, Skype or e-mail, and will contact a human when it can’t complete a task.

Social media scraping tools are another type of AI recruiting tool. These bots can collect vast amounts of data through an applicant’s social media profiles and use this data to predict certain behaviors like future engagement levels.

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Intermediate AI Applications

Intermediate AI applications that are used in the hiring process include things like tests, gamification or simulations that collect data from the applicant directly. Unilever is one company has utilized an effective AI screening process designed with the help of their partners Pymetrics. Their hiring strategy requires applicants to spend around twenty minutes playing some neuroscience-based Pymetrics games. These scientific games sneakily measure a candidate’s qualities like memory, relationship to risk, ability to read contextual cues and ability to focus. These intermediate AI applications usually give hiring managers a fairly good indication of whether a candidate is a good fit for the position or not, but these predictors usually don’t focus on specific job metrics.

Advanced AI Solutions

Advanced AI solutions, however, utilize custom algorithms that are created specifically to link unique job performance measures to potential candidates that best exhibit these qualities. HireVue is a company that focuses on developing these advanced AI HR solutions. Currently, their most successful program involves a video interview that develops questions “specifically designed to elicit responses predictive of job success and find the right behaviors.” The HireVue AI program analyzes each applicant’s answers, body language, tone, emotional state and keywords.

Affectiva has also recently produced emotion recognition software that helps judge a candidate’s honesty and emotional intelligence. These types of AI software programs are so incredibly advanced that they can literally “detect the flash of contempt that passes over an applicant’s face when he discusses his ex-boss.”

Basic recruiting tools, intermediate applications and advanced AI solutions are all helping recruiters more efficiently sift through candidate files to locate the best match for their company. Basic and intermediate solutions don’t use machine learning AI processes, but the more advanced applications of AI do include a level of independent learning. Elaine Orler, CEO of Talent Function, explains “Without conscious thought involved to ensure we’re not perpetuating bad behavior, there will still be a need for humans to make final hiring or promotion decisions.” While this is true, artificial intelligence will likely continue to remain a desirable solution for HR due to its efficiency and cost-effectiveness.