Feature
Companies across different industries are using artificial intelligence (AI) to increase their pools of job candidates, better manage the volume of job applicants, answer employee questions and meet diversity goals. Here, we look at some examples of how companies are applying the latest AI technologies for HR needs:
1. RingCentral
Cloud communications and collaboration software company Ring Central found that its channel-by-channel talent search was too slow and laborious to meet the company’s hiring targets and generate a slate of candidates to meet DEI goals, according to a case study.
RingCentral worked with Findem’s talent search solution, which continuously refreshed 1.6 trillion data points from hundreds of thousands of sources and used machine learning (ML) and AI to provide deep talent insights and trends. The solution combined the external data points with the RingCentral’s internal data from applicant tracking systems and other sources, using AI to automate candidate matching, outreach and other recruiting workflows across all channels.
“If you want a CFO who has taken a company public and grown revenue from $20 million to $300 million, how do you search for that?” says Alvin Lam, SVP of talent, RingCentral.
Results
- Increased pipeline 40%
- Increased pipeline quality 22%
- Increased interest from under-represented groups (URGs) 40%
2. Mastercard
Mastercard was growing at new levels and needed a talent acquisition solution that could use AI and keep up with the volume of applicants and consider the best ones for the available jobs, according to a case study.
The payment card issuer worked with the HR tech company Phenom and its Intelligent Talent Experience platform, including a career site, AI scheduling, campaign and talent analytics. The scalable solution reduced friction in interview scheduling and consolidated Mastercard global career sites.
Phenom’s solution enabled more than 900,000 people to opt into Mastercard’s online talent community, giving the company access to a growing talent pipeline — which is poised to keep growing with the new-found efficiencies.
“This has contributed to over 2,000 influenced hires … talent that was exposed to one or several recruitment marketing and talent sourcing campaigns and subsequently decided to join Mastercard,” says Matthias Leitzmann, head of global talent discovery, Mastercard.
Results
- Increased interview scheduling 85%, with 88% scheduled within 24 hours of request
- Added 900% more candidate profiles to database
- Captured 141,000 more candidate leads compared to industry average
See more: 10 Top AI HR Companies
3. Straits Interactive
Straits Interactive, which creates data governance solutions, worked with Foundry for AI by Rackspace (FAIR) to create the AI Data Protection Officer (DPO) assistant, which understands queries in natural language, provides concise responses and allows employees to access data privacy information, according to a case study.
Straits Interactive's legacy software allowed users to access data privacy information and summarize complex legal texts. But the output needed to be interpreted by trained data privacy experts. Straits wanted to use generative AI to make the knowledge accessible to all employees without the need for a data privacy expert. Now they can get that interpretation through the DPO assistant.
“Right now in Asia, because a lot of the data protection laws are very new, the culture of protecting data isn’t there,” says Kevin Shepherdson, CEO, Straits Interactive. “We wanted to use generative AI to make it easy for anyone to understand how to apply the requirements of the law. So we wanted to create an easy-to-use AI assistant so that anyone who's got questions about law itself, the AI is at hand to answer these questions.”
Results
- A pre-indexed privacy information package for customers
- Employees can find privacy rules for different countries
- Can enable chatbots to answer complex privacy questions 24/7
4. Manipal Health Enterprises
Manipal Health Enterprises, or Manipal Hospitals, wanted to move from transactional to strategic HR by adopting a solution that could offer nursing staff, doctors and other employees answers to their HR-related questions around the clock, according to a case study.
The health care enterprise used Leena AI’s service delivery and engagement software to develop MiPAL, a virtual assistant that automatically responds to employee queries on holiday calendars, taxes, payslips, leave time and similar issues via mobile or desktop.
“It has helped our HR team roll out onboarding and employee pulse surveys and take various qualitative initiatives for better employee satisfaction,” says Partha Das, chief people officer, Manipal Health Enterprises . “Our HR team has been able to strike a balance between transactional and strategic HR practices.”
Results
- Reduced new hire attrition by up to 5% annually
- Reduced average time for resolving employee cases from two days to 24 hours
- More than 60,000 hours saved for employees and HR team
5. T-Mobile
T-Mobile wanted an efficient way to build more diversity, equity, and inclusion (DEI) throughout the organization, according to a case study.
The telecom company wanted to ensure that its recruitment messaging was inclusive with wording that would be welcoming to everyone. T-Mobile employed Textio’s AI-based solution to optimize their recruiting and ensure that recruiting language could help the company engage more candidates and make faster progress on its diversity goals.
The T-Mobile team incorporated Textio throughout their recruiting workflow — in job posts, recruiting emails and employer branded content — to aid everyone who communicates with candidates with inclusive language guidance. T-Mobile also integrated Textio directly into Workday, allowing recruiters and hiring managers to edit job descriptions with Textio suggestions in their applicant tracking systems.
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“We wanted to ensure our job descriptions and recruiting language were as inclusive as possible, to ensure we’re bringing on the right people and helping with our diversity metrics,” says Lacey Foster, manager of talent acquisition programs, T-Mobile.
Results
- 17% more women applicants with a neutral tone
- Positions filled an average of five days faster
- Collateral material improved HR team’s knowledge of DEI issues
See more: 10 Top AI HR Products
