Data supporting interpretations
| Themes | Representative quotes |
|---|---|
| Aggregate dimension 1: speed and efficiency | |
| Scalability | “Since we use a screening tool to simplify the screening, we have taken out some of the problems when it comes to higher volume, that’s usually bottleneck that could be automated even further. (Interviewee 4) |
| “Sometimes, we have some questions in the application form that you need to answer. So we can do a better screening. That’s very good when you have many candidates. In that case, you don’t need to read every single application; you can focus on candidates that answer yes to this” (Interviewee 5) | |
| “That’s why it is essential to have simple tools. We have an ancient recruitment system; we change to a more modern solution. Now managers have a lot less to do when it comes to recruitment. If you have 100 applications and the tools is difficult, then it will add more time”. (Interviewee 4) | |
| Time efficiency | “You made several phone calls, emails, contacts, also you need the time to do to look at to all applications that are the biggest challenge to find the time”. (Interviewee 5) |
| “Since we talk about AI, we could have opportunity to make AI any other simple tool, automatically reject those, reduce some of the time needed for screening”. (Interviewee 4) | |
| Work redesign | “We used to need more people working manually, and now we need fewer people working manually, especially in screening”. (Interviewee 1) |
| “Do the screening ongoing because we don’t want to lose the candidates”. (Interviewee 6) | |
| “I think it is partially (AI implementation) where we can be more effective because we are human we can put our energy and skill where we add value or use AI where AI can add value. So, the success is the right mix of AI and HR”. (Interviewee 8) | |
| Aggregate dimension 2: quality | |
| Validity and accuracy | “We use competency-based question for position to increase validity the of recruitment to be able to compare between candidates which are the most suitable for the position” (Interviewee 7) |
| “When we’d say we will use AI in recruiting, we want to have 100% on matches. 100% matches is not possible yet; it is 95%, it is 2% when it talks to companies that using or providing with AI, they always give you 95% maximum, in the 5% you may be missing top candidates, so when we use AI in recruitment, maybe we should 99.9%”. (Interviewee 10) | |
| “Is there 100% accurate CV parsing in the world? In all languages? That’s my question. If that exists, then I will give that to a chatbot. My CV is in Swedish, Danish, Norwegian, and that CV is going structured. And the program is going to structure to understand the experience, background. I think that it’s human to do that. If AI can do that, then we can do that” (Interviewee 8) | |
| Inputs quality | “[…] the biggest challenge is that for recruitment is difficult in terms of getting the CV as a base on taking a decision who of these 100 or 20 applications would do the job the best. The CV is a quite bad measurement for future performance”. (Interviewee 2) |
| “Also challenge with some candidates, their CV is not good. They are not writing about the period; it is very little about how are they doing and why they want this job. It is difficult to understand the candidate's experience”. (Interviewee 5) | |
| “I think the main challenges that the candidates don’t express the experience in the right way in the CV, so you get the wrong idea about the right person, or we as the recruiters misunderstand the CV, misinterpret. Candidates interpret their experience into the CV; we interpret the CV into the experience. […] Misinterpretation from both sides”. (Interviewee 8) | |
| Functionality | “We want the process to be easier for our internally and managers. We have managers who are active partners in recruitment we want to provide excellent experience in terms of using systems and tools, and we want to support our decision with the right information”. (Interviewee 1) |
| “But it has the same function as the knock-out question. It looks cooler, it looks more modern. It could be nice candidate experience for the screening question”. (Interviewee 8) | |
| “At this point, I wouldn’t trust that we would take in a robot instead of the process we have now. Fine-tuning on the AI, for example, reading a CV, is supposed to pick up the name. The robot is working, pick up the wrong things, then I still have to change it. It needs to be more stable for us to use it externally”. (Interviewee 2) | |
| Aggregate dimension 3: dependability | |
| Service delivery | “We also have recruitment education for the managers who are doing the recruitment process themselves because the recruiters like me are helping about 15% of all recruitment process. Because of that, we will educate the managers to handle this by themselves. In that application, we try to get them don’t have too long processes like eight weeks is what we want them to do”. (Interviewee 5) |
| “It takes a lot of time, and we have the challenge to wrap it up, so we take it six weeks if you are good in 4–5 weeks. But that needs good collaboration and good project plan with the hiring managers”. (Interviewee 3) | |
| Objective assessment | “You have to be very unbiased, very objective, and to make sure that you have an excellent argument behind the reason why not to proceeding with the rest of candidates”. (Interviewee 1) |
| “We aware of bias, reducing them, when we get away from CVs, then that will help a lot. Awareness of bias the first step we have to work with” (Interviewee 3) | |
| “To focus objective, focus on the requirement profile, and work strictly competency-based based, in the best-case scenario you have job profile where you can use screens to ask questions” (Interviewee 8) | |
| Aggregate dimension 4: relational | |
| Candidate experience | After the candidates doing an interview here at the office, it is super essential to take the time to give a call and give feedback, and not just send an email, because they have invested their time and they deserve to have personal feedback. (Interviewee 3) |
| “Interaction is important because we need continuous update where they are in the process. Also, we try to at least give as much feedback as possible when they are not moving forward with the process […] You have to see that the candidates applying in (company name) are also the customers. If they have the best possible experience, even if they don’t move on in certain roles, they still will go on buy with us and see (company name) as a partner, instead of, we don’t want people to feel that we are not interacting with them”. (Interviewee 10) | |
| “You have to be fast in your process. You have to be put in the candidate's interest first rather than the companies”. (Interviewee 11) | |
| Rapport | “Most people into knowing the people that they will meet at work. What are you expecting as a manager, and what my expectation on you. Better to do in person”. (Interviewee 2) |
| “Recruitment is also building trust, building relationship that you want to come and work for us”. (Interviewee 2) | |
| “It is hard to describe culture with the words. It is in the walls. And when we are meeting with the people”. (Interviewee 3) | |
| Themes | Representative quotes |
|---|---|
| Scalability | “Since we use a screening tool to simplify the screening, we have taken out some of the problems when it comes to higher volume, that’s usually bottleneck that could be automated even further. |
| “Sometimes, we have some questions in the application form that you need to answer. So we can do a better screening. That’s very good when you have many candidates. In that case, you don’t need to read every single application; you can focus on candidates that answer yes to this” | |
| “That’s why it is essential to have simple tools. We have an ancient recruitment system; we change to a more modern solution. Now managers have a lot less to do when it comes to recruitment. If you have 100 applications and the tools is difficult, then it will add more time”. | |
| Time efficiency | “You made several phone calls, emails, contacts, also you need the time to do to look at to all applications that are the biggest challenge to find the time”. |
| “Since we talk about AI, we could have opportunity to make AI any other simple tool, automatically reject those, reduce some of the time needed for screening”. (Interviewee 4) | |
| Work redesign | “We used to need more people working manually, and now we need fewer people working manually, especially in screening”. (Interviewee 1) |
| “Do the screening ongoing because we don’t want to lose the candidates”. (Interviewee 6) | |
| “I think it is partially (AI implementation) where we can be more effective because we are human we can put our energy and skill where we add value or use AI where AI can add value. So, the success is the right mix of AI and HR”. (Interviewee 8) | |
| Validity and accuracy | “We use competency-based question for position to increase validity the of recruitment to be able to compare between candidates which are the most suitable for the position” |
| “When we’d say we will use AI in recruiting, we want to have 100% on matches. 100% matches is not possible yet; it is 95%, it is 2% when it talks to companies that using or providing with AI, they always give you 95% maximum, in the 5% you may be missing top candidates, so when we use AI in recruitment, maybe we should 99.9%”. | |
| “Is there 100% accurate CV parsing in the world? In all languages? That’s my question. If that exists, then I will give that to a chatbot. My CV is in Swedish, Danish, Norwegian, and that CV is going structured. And the program is going to structure to understand the experience, background. I think that it’s human to do that. If AI can do that, then we can do that” (Interviewee 8) | |
| Inputs quality | “[…] the biggest challenge is that for recruitment is difficult in terms of getting the CV as a base on taking a decision who of these 100 or 20 applications would do the job the best. The CV is a quite bad measurement for future performance”. (Interviewee 2) |
| “Also challenge with some candidates, their CV is not good. They are not writing about the period; it is very little about how are they doing and why they want this job. It is difficult to understand the candidate's experience”. (Interviewee 5) | |
| “I think the main challenges that the candidates don’t express the experience in the right way in the CV, so you get the wrong idea about the right person, or we as the recruiters misunderstand the CV, misinterpret. Candidates interpret their experience into the CV; we interpret the CV into the experience. […] Misinterpretation from both sides”. (Interviewee 8) | |
| Functionality | “We want the process to be easier for our internally and managers. We have managers who are active partners in recruitment we want to provide excellent experience in terms of using systems and tools, and we want to support our decision with the right information”. |
| “But it has the same function as the knock-out question. It looks cooler, it looks more modern. It could be nice candidate experience for the screening question”. | |
| “At this point, I wouldn’t trust that we would take in a robot instead of the process we have now. Fine-tuning on the AI, for example, reading a CV, is supposed to pick up the name. The robot is working, pick up the wrong things, then I still have to change it. It needs to be more stable for us to use it externally”. | |
| Service delivery | “We also have recruitment education for the managers who are doing the recruitment process themselves because the recruiters like me are helping about 15% of all recruitment process. Because of that, we will educate the managers to handle this by themselves. In that application, we try to get them don’t have too long processes like eight weeks is what we want them to do”. |
| “It takes a lot of time, and we have the challenge to wrap it up, so we take it six weeks if you are good in 4–5 weeks. But that needs good collaboration and good project plan with the hiring managers”. | |
| Objective assessment | “You have to be very unbiased, very objective, and to make sure that you have an excellent argument behind the reason why not to proceeding with the rest of candidates”. |
| “We aware of bias, reducing them, when we get away from CVs, then that will help a lot. Awareness of bias the first step we have to work with” (Interviewee 3) | |
| “To focus objective, focus on the requirement profile, and work strictly competency-based based, in the best-case scenario you have job profile where you can use screens to ask questions” | |
| Candidate experience | After the candidates doing an interview here at the office, it is super essential to take the time to give a call and give feedback, and not just send an email, because they have invested their time and they deserve to have personal feedback. |
| “Interaction is important because we need continuous update where they are in the process. Also, we try to at least give as much feedback as possible when they are not moving forward with the process […] You have to see that the candidates applying in | |
| “You have to be fast in your process. You have to be put in the candidate's interest first rather than the companies”. (Interviewee 11) | |
| Rapport | “Most people into knowing the people that they will meet at work. What are you expecting as a manager, and what my expectation on you. Better to do in person”. (Interviewee 2) |
| “Recruitment is also building trust, building relationship that you want to come and work for us”. (Interviewee 2) | |
| “It is hard to describe culture with the words. It is in the walls. And when we are meeting with the people”. (Interviewee 3) | |
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