Why do I use artificial intelligence in my sales employment process – and why should you, too

As a business leader, you already know: employment is difficult. CV rarely gives a good indication of the candidate’s skills. Meanwhile, interviews are often burdened with bias – which creates a negative experience for candidates and does not help to enhance the best talent.

Skill assessment has long been the golden standard of employing the best practices. Unlike the CV, skill assessments can ensure a realistic work simulation, asking candidates to perform tasks just like those they really performed at work – for example, programming a small application. The best corporations, similar to Google and Meta, use the assessments of labor -related skills as the first step in the recruitment process for most of their engineering roles and other technical roles, sometimes even as an alternative of a CV review.

But until recently, the assessment of non -technical roles, which simulates tasks similar to sales conversation or escalation of the customer, was difficult. The best we could do was ask the candidates to torment one of our sales leaders or presenting exercises for the panel. It was time to plan and interview the results of candidates for these tasks in an automated way was even harder.

Today, AI permits you to completely create realistic simulations of sales roles in the employment process.

Using artificial intelligence to employ the roles of sales

In my own company, we recently adopted a strategy powered by AI to employ all our roles of sales. We received a whole bunch of candidates for each of our executive roles of open bills-as an alternative of browsing each CV, we invited each candidate for an automated assessment of skill based on realistic sales games and interview questions with the simulation of AI conversation.

This recent approach initially met with healthy skepticism on the a part of peers. Some recent studies suggest that the candidates are concern with the use of AI tools during employment; Others, nonetheless, indicate that the candidates are open to AI tools as A option to increase honesty in employment. We were unsure which sentiment would dominate among our candidates.

After the rounds of employment, we discovered that our candidates love a recent trial. One of the applicant wrote to us after the assessment was accomplished to say that “he was amazed by the evaluation process and AI”, and the other to say that it was “one of the coolest experiences” that they had while looking for a job. In general, candidates who have passed through this process assess 4.3 out of 5 in terms of user experience, 4.3 out of 5 in terms of honesty and 4.5 out of 5 for the importance of labor.

After only three months with our recent process, we saved our sales team inside 1,500 collective hours, which they’d spend on conducting and preparing interviews. This releases them to focus on work, which has the biggest influence: driving revenues.

How our process works

Here’s what our recent employment process looks like for account managers in our sales team, from starting to finish:

1. We publish our position in our candidate tracking system (ATS), explaining what the employment process will appear like, and recruiters leave candidates with high potential.

2. Recruiters check candidates in a short telephone interview.

3. Candidates who go through the initial screen are mechanically sending a link from our ATS to finish a 15-minute rating at their very own time. In this assessment of the Ratization, candidates for playing the roles of necessary sales scenarios in the conversation simulation.

4. During the assessment, the candidate is involved in several scenarios of appropriate work. They may include a combination of a cold perspective, e -mail development in order to order a meeting and comment on calling to find to qualify.

5. The assessment then mechanically assesses the candidate’s results in accordance with the criteria that are necessary for every role.

6. Our recruitment team then reviews the results of candidates who accomplished the assessments, diving deeper into the transcription of the candidate’s interaction if needed. Then they select candidates to go to the next stage, the priority of individuals with higher results.

7. Then we seek advice from our sales team of a much smaller pool of candidates to use roles with AI agent, asked questions and adapt to the team and the company.

8. Then we go to the offer stage for the best qualified candidate.

What we learned about using artificial intelligence for an interview

During the implementation and iteration of this recent employment strategy, we learned several lessons that significantly improved the quality of the signal, which we could get from AI-A interviews also from the candidate.

First of all, we learned that in order to successfully discover the candidates qualified in communication with clients and potential customers, in order to conversation with artificial intelligence. This required the use of an AI conversation agent specially trained for recognition, for example, when someone interrupts briefly in their speech and is waiting for an answer to avoid interrupting a partner to speak.

Secondly, we found that the AI ​​scoring mechanism required calibration to evaluate specific skills that were necessary for the roles we employed. To do this, we tested the tool with our existing team of sellers and used our opinion on interview and results to enhance our scoring criteria.

The solution behind them allowed us to build a sales employment process, which realistically simulated interviews with roles previously carried out by our sellers, but with a drastic smaller variety of resources and much more consequence as a results of the results of candidates.

The way forward for artificial intelligence in employment

Looking to the future, I predict that the use of the employment process with AI strengthening, similar to the one adopted by my company, will turn into the norm, not an exception. The ability of artificial intelligence for realistic simulation of human conversation will proceed to enhance as technology develops, and the huge scalability of solutions to employ artificial intelligence will soon make them a business necessity-especially for corporations that receive large job applications.

If they take a thoughtful approach, corporations of any size have a lot to achieve because of the integration of AI with a strategy of employing earlier than later.