AI sees what you don’t – and revolutionizes your recruiting

Assessment centres have only moderate predictive power for career success despite the enormous effort involved. Companies can save thousands of euros per candidate and at the same time make better selection decisions if they switch to more modern approaches.

Structured interviews have more than twice the predictive power of unstructured interviews. HR departments should immediately introduce standardized questionnaires and assessment methods.

Modern AI methods are 10% more accurate and less manipulable than traditional personality questionnaires. This saves time and reduces “whitewashing” by applicants.

The analysis of application documents has practically no predictive value for later career success. HR should minimize this phase and invest more time in more valid selection steps.

AI processes do not require photos, names or age information and therefore eliminate unconscious bias. At the same time, they are available 24/7 and scale as required – perfect for large numbers of applicants.

Numerous studies show that extroverts are systematically favored in application processes. However, introverts are the more effective leaders in the medium to long term.

By using AI-supported processes that use text analytics, an average of 1.25 fewer interviews are required per applicant and the remaining interviews can be designed more accurately and efficiently.