Al And Recruitment

Introduction

Human Resource HR Recruitment and management has been very tough job for most of the organization. As digitization hits and change in technology takes place, new ways of recruiting has begun. Never before in history has the technology evolved as quickly as it is doing right now. In order to keep up with the ever changing world, organizations are leveraging artificial intelligence. AI and machine learning are the cutting edge technologies in the present context.

Artificial intelligence, a term coined in the 1950s by computer scientist and Professor John McCarthy, is the science and engineering of making intelligent machines, especially intelligent computer programs. Computers are used in problem solving including decision making that would otherwise need the human skills and capabilities. AI enabled technologies are contributing to revolutionary changes in business, economy, workplace and in everyday life. AI powered virtual assistants (Siri, Cortana, Alexa), driverless cars, text to voice incorporations are some of the technological advancement which have transformed our lives. Such trends are already changing the landscape of the human resource HR management, particularly in the process of recruitment.

AI And Human Resource HR Recruitment and management

Recruitment is an important part of HRM as it acquires the company’s most important asset i.e., human capital. So, hiring the right people in an organization is very crucial as they are the driving force for the company’s success. AI for recruiting is the application of Artificial Intelligence design to streamline some part of the recruitment process especially repetitive and high volume tasks with the use of AI powered Chabot and technologies. Every part of Human Resource HR recruitment and management process can be enhanced with AI from sourcing to interview to retaining talents. Thanks to the AI enabled technologies, the various tasks of HR recruiter such as searching and going through the applications, giving feedback to all the candidates, contacting them to inform about the progress and conducting face to face interview with the selected ones could be automated. This saves recruiters a lot of time.

As per the research conducted by Linkedin, 46% of recruiters and hiring managers have identified “finding the right candidate” as the biggest hurdle in hiring today. So to overcome this problem, they have adopted various AI tools to find the top talent. In this digital world, HR professionals are turning to AI and machine learning to attract, retain and train employees. AI applications use in speeding up the recruitment process by using chatbots. And adapting consumer profiling approach, they collect data and information to understand the candidate better, to identify which candidates would be most able to expand their areas of knowledge and expertise.

Applications of AI tools in the recruitment management process

1. Sourcing Candidates:

The initial stage of recruitment process is searching and sourcing potential candidates that would meet the organization’s job. The most common technology being used to source candidates is the social media networks to identity, attract and hire potential candidates. The companies post their job offerings ads in various social media sites. They sources candidates in different platforms like Linkedin, Facebook, Twitter, Reddit, etc. On these sites, the companies use AI to place ads that target job seekers via their feed based on their profile data, location and interests. These ads then link the user directly to the job details page on your site. There are many such AI software which target candidates placing ads in front of the right people with the right skills and experience.

This is actually a win-win situation for the recruiter and the job seeker. Along with the active candidate, AI assist in sourcing passive candidates as well and build talent pipeline. Often, the ideal candidates may not be actively looking for the jobs. But they have the potential to fill a role based on their qualification and experience. With the AI methods and algorithm, these passive candidates target.

2. Candidate screening:

The strongest added value of AI appears to be the screening of candidates from large pools of applicants. The pre-screening process involves screening resumes and conducting phone or video interviews. The process of manually screening resumes of candidates can be time consuming and often times it may lead to many inaccuracies. It can now be replace with the AI software screening hundreds of resumes in seconds. The manual process which could take weeks to go through the candidates resume have been easier with the AI with just a single click.

For instance Sniper AI is an AI technology which uses machine learning to match CVs and job specifications at blinding speed with incredible accuracy. Technologies like Natural Language Processing and algorithms can pick out key words and extract the handful of resumes that are worth looking at. Chatbots can also help screen the candidate applications by asking certain questions to the candidates.

3. Candidate interviews:

The interview process is also seeing the impact of Artificial Intelligence. Even before the recruiter gets to interview the candidate face to face, they use video interviews to screen the candidates. A set of questions are asked and they respond to these questions via smartphone or laptop. With the help of an AI algorithm, the recruiter determines which candidate resemble the ideal candidate.  It does this by analyzing and evaluating their performance based on certain traits like body language, tone, keywords used during their interview.

For instance, their facial and voice is analyzed to see if they are nervous or they are lying, to see their enthusiasm with their body language and tone of language. Thus, in video interviews AI will screen for you so you don’t have to go through hundreds of video interviews and saves a lot of time for recruiters. Only after you pass the video interviews you are called on for face to face interviews. AI drift, Hirevue, Gecko, Mya, Autoview, Panna, are some of the AI powered tools jobs interview tools used by recruiters.

4. Candidate engagement:

AI through chatbots acts as a personal assistant to recruiters. A chat bot is a computer program that simulates human conversations through AI. Most of the company’s website has this service to help the candidates find the job offers most suitable for them. For instance, you might have encounter the message pop up saying something like “Hi there! How may I help you?” Both text and voice chatbots make the hiring process more engaging. Because there is instant answers relating to job queries to the candidates. This improve the engagement making it easier for hiring teams to stay connected and up to date with talent matches.

Benefits of using AI in Human Resource HR Recruitment and management

There are number of benefits adding AI to the recruitment process.

1. Remove human bias: It can phase out the human bias in the hiring process because technology can look objectively at candidates irrespective of whether they are man or woman, gender, age, ethnicity. As AI interview analysis uses data and predictive analytics, and uses technology to sort through resumes eliminates the emotional attachment of the recruiter.
2. Saves more time: By automating the tedious and time consuming HR tasks, AI provides the recruiter more time to focus and assess the candidate’s needs, desires and values. Recruiter can save a lot of time by transferring the repetitive and administrative tasks to AI.
3. Speed up the recruitment process: It helps in speeding up the recruitment process with the automation of AI technologies. HR department have thousands of resumes to deal with. And it is a huge challenge for HR professionals to go through these vast amount of data. AI can assist this by processing these data and selecting the handful of candidates who might fit for the job. Predictive analytics is use to select the number of candidates by narrow down the pool of applicants.
4. Improving quality of recruitment: Quality of candidates can be hired because AI platform can match a candidate according to his experience, knowledge and skills. In this regard, AI can do better jobs than recruiters by adding a predictive analytics component to the hiring.
5. Simplification of the process: The digital interviews via video call can conduct anytime and anywhere. There is no restraint to time or place which has simplify the process of hiring. And reduce the HR hassle as they don’t have to go through the amounts of paperwork

Conclusion

Although, AI has a big impact on the recruitment industry. It will not completely replace the human recruiter or it will not take over the entire job of the recruiter. Rather it will assist the HR team in accomplishing time consuming mundane tasks of recruitment process. AI will quickly emerge as a tool in HR toolbox. Thus, the business who employ AI, predictive data analytics and other forms of technology are more likely to succeed.