Why Facial Recognition is a Game Changer for Hiring

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We discuss how facial recognition is a bold and brave new tool for the recruiting managers’ arsenal, aiding decision making and candidate selection

This isn’t sci-fi anymore. Imagine a recruiter can analyze a video of your face, assess expressions, and garner a clear reading of your personality traits – integrity, earnestness, uncertainty, passion, and a tendency for argument. Add to this the ability to automate this entire process by breakthrough camera and software technology.

Today, facial recognition is a buzzword, steadily gathering acceptance and implementation.

With the world consistently battling the threat of terrorism, security and control is an ongoing battle, with governments looking at new methods to analyze people behavior. Businesses are also buying into this tech, to pinpoint customer emotional response accurately.

Software algorithms can study images from live stream videos, uploaded photos, or database mugshots. It will then encode various parameters such as height and width ratios, facial features, eye and mouth corners to determine a particular state of mind – happy or sad, stressed, or at ease.

Employers can evaluate these videos to come to a more detailed understanding of the candidate, and make error-free, right-fit hiring decisions.

Here are a few typical applications of facial recognition in hiring:

1. Candidate selectionOpens a new window

CV screening is an exhausting and time-intensive process for most hiring managers/HR teams. Recruiters must go through reams of paperwork, looking at skill sets and experience. Additionally, personal interest, hobbies, or other certifications are examined to get a sense of the candidate’s personality.

A video addon would highlight this critical aspect – candidate persona. By utilizing face recognition software, a recruiter can quickly asses the applicant’s possible intersection with the role, and the organizational culture, selecting only the right candidates.

IDVerityOpens a new window has started offering this feature at a more fundamental level, employing facial recognition for identity verification and fraud prevention.

2. Personality screening

As mentioned earlier, personality screening is a highly effective tool, measuring characteristics such as interested, indifferent, confident calm, or anxious, irritable, stressed, or even excited or enthusiastic. The software will map even the tiniest of a shift in eye, mouth, or jaw movement – and later, match them with a wide ‘personality types’ database. This will help elucidate behavior and indicate if an applicant is actually being honest about what he/she really is.

“We are likely to make recruitment decisions based on chemistry, mood or context rather than on skills, suitability for the role or level of emotional intelligence,” claims Yi Xu, CEO at HumanOpens a new window . Human’s Artificial Emotional Intelligence or AEI is now part of Workable’sOpens a new window popular recruitment solution. “Using our technology, we can now provide a level of intelligence that was previously unattainable and remove some of the ‘damaging’ human bias that so often clouds our judgment.”

3. Culture Fit

A key element for any recruiter is to understand if the candidate will blend in with the company’s cultural ecosystem. Advanced facial recognition can be used to screen the facial ‘ticks’ and expressions of the entire workforce, arriving at an ‘ideal’ company face. One can then analyze an applicant’s face, scoring the same in line with the ‘ideal’ employee.

While this might seem a little alarmingly futuristic, it’s important to remember that culture fit is the key driver of attrition.

These are truly astonishing times, for modern businesses. Companies are already using tools like Iris IDOpens a new window to check employee identity, as part of day-on-day attendance and timekeeping procedures. Moving forward, eventually, recruiters may be supported by algorithm-driven tools which simplify hiring in its entirety. That said, the question remains, can technology truly replace the human factor?

We’d say, in the end, it’s about the recruiter’s experience, expertise, common sense, and tact in reading a candidate’s genuine nature – even as he or she commences on an in-depth conversation.

What facial recognition can do is aid the act of recruitment by cutting through cumbersome processes and outmoded approaches, allowing the hiring lead to take on the most vital part of his or her role – talk, share ideas, gradually develop an impression, and embark on that engagement, connectivity, and relationship journey.