Consumer-goods giant Unilever has been using artificial intelligence to screen all entry-level employees for the past year.
Unilever has partnered with the digital HR service providers Pymetrics and HireVue to digitise the first part of the recruitment process. Candidates spend 20 minutes playing 12 neuroscience-based games on the Pymetrics platform.
If successful, they then move onto a recorded interview through HireVue, were an AI analyses body language, keywords and speech. The AI then makes notes for the hiring manager.
Using this information as the first step of the screening process saves a lot of resources for the internal recruitment team as this whole process can be in the comfort of the applicants home, as soon as they have applied.
The main question is can this technology be advanced enough to determine who would be right for a job based on a game and AI screening? How can a computer determine potential, passion and motivations? Could Unilever be missing out on seriously good candidates?
One massive positive of this system is that has increased diversity in Unilever's workplace massively, as unconscious bias is not a factor.
It also has decreased recruiters time looking at applications by 75%. The rate of offers to candidates who made it to the final round increased to 80% from 63%. So the system is clearly working for them.
Who shall be next to adopt these new ways of screening candidates? And, will this be the norm in 10 years time?
For the past year, the Dutch-British consumer-goods giant Unilever has been using artificial intelligence to hire entry-level employees, and the company says it has dramatically increased diversity and cost-efficiency. "We were going to campus the same way I was recruited over 20 years ago," Mike Clementi, VP of human resources for North America, told Business Insider. "Inherently, something didn't feel right."