As reported by a 2016 article in the Harvard Business Review, AI is being used by companies to screen out up to 70% of job applicants without the need for any human interaction. The technology adopted evaluates candidates’ facial expressions, eye movements, and body language as part of a wider data set to determine their suitability for a role. In this article, we consider some of the technology being used by law firms and other global corporations in their recruitment processes and provide you with some tips that could save you from being overlooked by an algorithm for a potential job.
As traditional as the legal sector might seem, it is not averse to the current technological advancements. Various law firms have embraced new software that makes their recruitment processes faster, easier, and more streamlined, whilst still attracting candidates who are smart, effective, diverse, and positively contribute to their culture. Computer algorithms and AI also helps them to save costs, eliminate bias and reduce error, provided that they have been implemented properly. Below are some examples of how they are being used:
Application Forms/CVs
To help recruiters and HR departments quickly sift through mountains of applicants, ensuring that every CV is at least screened, AI systems have been used to analyze the data on application forms or CVs by comparing a candidate’s qualifications and work history with the job specification.
Pymetrics Test
Pymetrics uses AI and neuroscience games to predict a candidate’s inherent fit for a job, bias-free. It collects hundreds of thousands of data points on 90 different traits such as creativity, flexibility, perseverance, decision making, and adaptability
Currently used by Womble Bond Dickinson, JP Morgan, PwC, and others.
Capability
This platform uses data insights and precise data points to understand, identify and predict the behaviors that deliver success. It comprises situational strengths, numerical reasoning, verbal reasoning, and critical reasoning. The strengths, skills, cognitive ability, personality, and values that are assessed are customized to the specific needs of the company.
Currently used by Linklaters, Reed Smith, Deloitte, KPMG, EY, Aviva, Legal & General, and others
HireVue
Along with voice and facial recognition software, HireVue has a proprietary algorithm to determine which candidates are ideal for a specific job by analyzing their vocabulary, speech patterns, body language, tone, and facial expressions in a one-way video interview. Once deployed by Unilever, the company achieved £1m annual cost savings, a 90% reduction in time to hire, and a 16% increase in hiring diversity.
Currently used by Unilever, Vodafone, PwC, and Oracle, and others.
So, how can you navigate AI-assisted recruitment? Here are some tips to help you succeed.
Tailor your CV or answers to ensure that they closely match the job specification of a position.
As AI searches for certain keywords and patterns, when drafting your answers/CV, ensure to include the key terms and phrases from the job description as you describe your skills and achievements. You can be as descriptive as possible since AI uses the natural language process.
Use accurate dates in your employment history
Including the months and years for the start and end dates in your previous roles is imperative because AI will key in on these dates to determine your staying power as a candidate.
Consider the key skills/values/strengths that the recruiter is looking for
When completing AI-driven assessments, you should thoroughly consider the key skills, values, and strengths that the recruiter is looking for as you are very likely to be assessed on them. For example, when completing Cappfinity’s Capp Online assessment for Linklaters you will be assessed on the firm’s agile mindset framework. This includes Empathy, Divergent Thinking, Entrepreneurial Outlook, and Social & Emotional Intelligence.
Assume that you are currently in the role
By putting yourself in the shoes of a current trainee solicitor or investment banking graduate, you can guess how they will approach the games and try and replicate their responses. However, try to also be authentic and as honest as you can.
Practice with brain training games
Brain training games such as Lumosity or Elevate can help you to prepare for the Pymetrics game as they might have some similarities.
Complete the assessments in a quiet environment
Having no distractions is imperative as it ensures you can fully concentrate. Also, take the test at an appropriate time of the day where you can work at full functionality.
