For your first AI-based initial screening, simply select a job opening that is currently recruiting and has clearly defined responsibilities. First, let the company know how they would interpret the results, then invite candidates to participate.
Two days ago: Confirming the conditions and the question
The hiring manager first writes three job requirements, and the administrator organizes the resume. The questions correspond to real tasks, and an internal trial is arranged to verify the text, equipment, and estimated time required.
The middle two days: Invitations and support
After reviewing the candidates, send out invitations specifying the deadline and contact information. Prioritize responses from candidates facing time or equipment difficulties, ensuring they understand how to complete the process and when they will receive further notifications.
After completion: View the report and the original answer.
Use the analyzed and organized information to answer the questions, noting down the parts with supporting evidence and any questions that need further clarification. Select candidates for subsequent interviews, but do not treat the automatically sorted list as the final one.
After one round: Adjust the most obvious problem.
If everyone asks the same operational question, revise the invitation description first; if the answers are generally too vague, change the question; if the supervisors disagree, align the requirements first. This is a trial schedule; the actual candidate completion time may extend to the following week.
The next step can be to refer to the three-step process from resume to interview for small and medium-sized enterprises without human resources .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Do we have to move all the job openings in the first week?
You can start by piloting a specific job opening with a clear task, and after completing the invitation, review, and interview handover process, you can expand the program as needed to avoid changing too many processes at the same time.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.