Wondering which technologies are used during the recruitment and selection process? Here's a list of five popular technologies that HR professionals use today.
The success of a company’s hiring strategy hugely depends on how effectively it combines its resources to find the best possible talent that’s out there. With the Covid-19 pandemic altering the employment landscape, companies now turn to new-age technologies to improve the talent acquisition process powered by artificial intelligence.
And while still somewhat controversial, it’s becoming a significant part of both the human and the recruitment experience. But is it beneficial and here to stay, or will it become the nightmare of HR? This article looks into the shift that’s taking place in the industry, explores current practices, and investigates how AI is changing the recruitment we know today.
What Is AI?
Artificial intelligence is the field that combines computer science and robust datasets to power advanced problem-solving. It stimulates human intelligence processes by using machines, especially computer systems. The range of applications includes expert systems, natural language processing, speech recognition, and machine vision.
We encounter artificial intelligence daily without even coming to realize it. From facial recognition or autocorrect we use on our mobiles to search algorithms, Netflix recommendations, or Amazon’s Alexa, these are all common developments utilizing artificial intelligence for our entertainment.
A Shift in the Employment Landscape
Savvy business owners have long recognized the importance of a quality hire for long-term success. And there was a time, not so long ago, when recruiting these candidates simply started from an inbound application. Businesses posted their openings, welcomed applications from all interested job seekers, and embarked on the hiring process. However, finding a suitable applicant was often easier back then, as most positions on the market required fewer niche skills and experience.
The employment landscape has changed significantly in recent years, and it is believed to happen due to the fourth industrial revolution. Machines, robots, and intelligent software are now doing a considerable amount of work for us but are still quite far from fulfilling the “robots will take over the world” prophecy.
What is essentially happening is that the jobs that require human contribution now also demand incredibly competent, skilled, and experienced professionals to take them on, leaving recruiters in a difficult position as this entails a substantial change in their talent acquisition process. More candidates are moving from an inbound approach, seeking employers out towards the opposite.
This is one of the main driving factors of the shift taking place in the recruitment sector, from the inbound application process to what we define as passive candidate sourcing. With the pace people change jobs nowadays, change is just around the corner.
See Also: Why Do Companies Prefer MBA Graduates?
How Can Artificial Intelligence Be Groundbreaking for the Recruitment Industry?
By implementing artificial intelligence into their day-to-day operation, organizations can make better decisions and enhance core business processes by increasing the speed and accuracy of strategic decision-making, more importantly, the career recruitment process.
Artificial intelligence is undoubtedly leaving its mark on the recruitment industry. In today’s corporate world, automation software for invoicing, purchases, or data collection has become the norm, and it’s predicted to be used universally. And when it comes to employee management, artificial intelligence can help recruiters fill the gap with blind screening to reduce bias or provide visibility into past successful candidates that have stayed with the company, setting out a new phase in the recruitment industry.
According to a study by Carmichael Fisher, with limited research available to this date, artificial intelligence has been acknowledged by practicing recruitment specialists as being “game-changing for HR.” The paper also details the potential issues facing the recruitment industry, highlighting how the traditional recruiting process where a CV and interviews are used has turned out to be ineffective.
Another research by the US Department of Labor and Gallup states that this type of recruitment process is only 16% effective in identifying the right candidate for a role. (ClearFit, n.d.)
