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Harvard University defines automated text analysis as automated and computer-assisted methods of extracting, organizing, understanding, conceptualizing, and consuming knowledge from massive quantities of unstructured text.
Using natural language processing (NLP), automated text analysis can primarily measure skills, personality traits, and competencies. IBM defines NLP NLP as the branch of computer science — specifically, the branch of artificial intelligence or AI — concerned with giving computers the ability to understand text and spoken words in much the same way human beings can.
Automated Text Analysis in Hiring
These days, candidates open and respond to text messages more than emails. About 40% of consumers stated that they have at least 50 unread emails in their inbox — and nearly 1 in 10 admitted to over 1,000.
But unread mobile messages are much less common, with only 4% saying they have 50 or more unread mobile messages.
Therefore, texting is a much more efficient way to reach candidates. According to Jobvite’s 2020 Job Seeker Nation report, there is a 98% open rate for mobile recruiting texts and a 20% open rate for recruiting emails.
And 60% of job seekers who received a text message after applying for a job preferred this type of communication over email or phone calls.
Text messaging can improve efficiency at multiple points of the recruiting process, from engaging with leads, receiving applications, screening candidates, scheduling interviews, and onboarding new hires.
Texting technology lets recruiters develop text-based hiring campaigns and send job openings to a more targeted audience, which is especially efficient in bulk hiring or seasonal needs. For example, Lowe’s used this feature in 2021 to promote 50,000 new positions ahead of their spring rush.
Additionally, businesses can reach thousands of candidates quickly with personalized texts while spinning off responses into individual conversations with recruiters.
By screening applicants through text interviews, hiring managers can ask pre-selected questions and record their responses instantly, allowing multiple conversations at once. Textbots can automate screening, so the process continues even when recruiters are off the clock.
"Using text-based chat in a structured format can make pre-screening very efficient and in many cases even replace the traditional phone screen," Ed Barrientos, CEO of chat-based recruitment and hiring company Brazen, said in a press release. "This can vastly improve time-to-hire, especially when competing for hard-to-fill roles where the competition might also be courting the same candidate."
And at the end of the process, candidates can quickly contact managers with questions and communicate perks, benefits, and other company information.
How Does Talent Select AI Utilize Automated Text Analysis?
Automated text analysis can capture skills, personality, and other traits, primarily by using natural language processing, which has a long history of research in linguistics and psychology. Talent Select’s AI products solve some of the existing problems in the hiring context in various ways.
“First, the tools allow us to measure skills and personality traits, as well as the content of applications and interviews through automated text analysis and other advanced artificial intelligence procedures,” Michael Campion, Ph.D., Herman C. Krannert, Distinguished Professor of Management, said in a recent video interview.
“This allows us to measure competencies, personality traits, and motivation in a manner that is improved over prior systems. It may also allow us to examine structured interviewing questions, a development process.
Another way to think of automated text analysis in hiring is that certain words reflect behaviors candidates have exhibited in the past, tasks, and other involvement with job responsibilities.
The method Talent Select AI followed to develop these measures started with reviewing the scientific literature to identify any existing research or measures on the topic. Then, we used databases that enable understanding and determine semantically similar words that may be measured and reflect skills, abilities, and other personality traits.
“Our technology benefits personality and other noncognitive measures because it is very unobtrusive. People don’t score themselves. They don’t know that the traits are being scored, so they cannot fake or impression manage.”
Talent Select AI uses automated text analysis and natural language processing to pull personality, competency and motivational scores right from the transcript of the job interview – no additional tests or manual scoring required.
With Talent Select AI, you can start measuring what matters and increase confidence in hiring decisions while also ensuring each applicant receives a fair, objective, and consistent evaluation.
