Artificial Intelligence in HR: Improving Human Discernment?

As artificial intelligence (AI) applications grow common in businesses, HR has been quickly adapting with agile processes to map skills across markets. The global market pertaining to HR is driven through skyrocketing demands for qualified talents. Automation of HR processes is, therefore required on a global scale in order to strike a balance between the demand of manpower and supply. AI, till now have been used largely as a tool to facilitate effectiveness and efficiency of HR processes. As HR technology market is estimated to be USD 36 million by 2028, there’s a lot more in store! In fact, AI shall be the next riding wave for the HR technology market.

Adapting AI in recruitment: Inspirational Insights

The next ‘go to destination’, for automation of HR processes rests on AI as it helps in identifying and optimizing candidate touch points to connect the HR managers with the right talent. AI has been rapidly adapted across global HR technology markets; wherein almost 53% of the global HR firms have used it to identify and improvise patterns and norms of recruitment, AI based software infrastructures have revolutionized the process of skill mapping and talent acquisition within stringent timelines. Right from personality mining to online assessments, AI have been the proven technology to enhance quality of business outcomes. Assuring absolute compliance to business requirements, AI based software tools have reduced recruitment budgets, through enabling strong technology interface towards integration of HR processes. Before, we delve into the intricacies, let’s take a quick look at the role of AI in recruitment.

AI based candidate matching: How do HR managers go about it?

An intelligent recruiting tool, HR professionals can use machine learning algorithms to enable semantic search for the right candidate. Technology tools can expand capabilities of talent search across diversified markets, while reducing the lead time of engagement in candidate sourcing process.

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AI APPLICANT TRACKING SYSTEM: How can AI improve business outcomes?

Software driven platform, applicant tracking system (ATS) helps professional recruiters to optimize recruitment outcomes. Enabling efficiency of sorting and categorizing resumes, AI based applicant tracking systems can be beneficial to ascertain suitability of recruitment. AI-enabled applicant tracking systems can thus attract quality talent through seamless integration of employee referral procedures as well.

AI based CV Parsing: An Insightful trend in recruitment?

CV parsing is thought to be well defined strategy to identify intricate information in relation to prospective talents. Complete information of the prospective applicants is collected from resumes, while data gets enriched through taxonomies. Designing structured formats of sourced information, AI based CV parsing can filter relevant information for the recruiter, while identifying and engaging the right talent for the right role.

Can AI help in communication?

Artificial intelligence (AI) is defined as any process initiated through a device that perceives its environment and take actions that maximize the chances of success for some predefined goal. Tech professionals have agreed that, AI can provide viable solutions for the emerging communication tactics. Voice assisted AI communication bots like Amazon Alexa, Apple’s Siri, Google Home, Google Assistant, had revolutionized the pattern of language learning already. Predictive text suggestions can be made, while recruitment managers could intervene to access and modify the communication barriers within the organization context.

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How can Chatbots play a significant role in recruitment?

Once AI based tools, identify the right sources for recruitment and contacts the suitable candidates, or the selected ones can be made to undergo an induction much less manually intervened. Chatbots can play wonders when it comes to absolute conversions of prospects, engaging the applicants, while initiating automated pre- screening. Simultaneously, chatbots, can help the new recruits to understand the work environment better, through leveraging real time techniques. It is interesting to know that, chatbots can be deployed to provide links to automated job descriptions, while making the candidate understand the intricacies related to work requirements altogether!

But, how many organizations would deploy chatbots in the US in reality? Almost 46% of the US brands acknowledge that chatbots are being increasingly deployed to screen and freeze candidate profiles as per business requirements. Automation of recruitment processes through simultaneous routing of skill assesment while processing job requisitions, chatbots can perfectly enable seamless integration of tech processes.

Can Chatbots create the right interface with the new recruits?

A majority of the US recruiters have revealed that chatbots are perfect to initiate automated conversations with the new recruits. A chatbot can bridge the gap between the candidate and the business team while enhancing the value of business outcomes. Besides, chatbots can create a fruitful engagement, post recruitment through disseminating interesting work related updates, that also from a remote location. In addition, chatbots can help in scheduling open interactions with the employees irrespective of location. For every HR manager, chatbots provide the right technology interface, to be explored and prioritized as per business requirements. Going forward, it is explained that, chatbot intervened recruitment processes simulate predictive analytics to improve the operational outcomes.

What are the major challenges in deploying AI to improvise recruitment?

Although AI addresses skills adjacency, it lacks the human aspect. Therefore, AI based infrastructure might source a number of suitable talents, for a specific job, but it shall not ensure that, a candidate stays within the organization for a longer period of time. Therefore, analysis of a million data points can be wasted, if a candidate leaves within short duration. Experts from the technology arena, reveal that, AI infrastructure should be made inclusive in order to encourage flexibility within the strategic data driven framework. On the whole, AI can bring in major advantages though, as the concept is based on predictive data modelling techniques.

Conclusion

With a number of reputed US stalwart brands like Google and Facebook using AI tools in recruitment, AI is assumed to be typically advantageous for the HR. Reducing cost of operations, certain SMEs and MSMEs like Capital One, Allstate, ThredUp, Hilton, and AT&T, have reoriented the focus to influx investments on the said platform. At the end of the day, AI tools can be used by recruitment managers to create active databases, while consistently connecting diversified talents to the recruitment platform.