Can AI help resolve error-prone recruitment gaps completely?

By S Pasupati, Chief Operating Officer, HirePro

From professional networking sites and job boards to online job portals, technology has played a significant role in completely revamping recruitment. Since the labor crunch shows no signs of abating, the implementation of HR technologies such as AI-based recruitment software has never been more critical. Through automation of menial recruitment processes, candidates have a better experience throughout the hiring process, and companies meet employment needs faster. This integration of technology not only assists businesses in finding the employees they require but also helps fill in voids that may arise without an automated system. Here are a few ways AI can help resolve these gaps:

Enhancing the screening stage

AI in recruitment can help candidates with their job search and the application process by quickly scanning an application for the necessary requirements and notifying the candidate if the position is appropriate for them. Résume processing technology runs at a faster rate than manual effort could ever hope to achieve. Automation makes stakeholder communication simple, and data processing significantly more efficient. Sending links to applicants, keeping them informed about the organisation on a regular basis, taking videos of interviews, and even gathering relevant data from candidates may all be automated.

Candidate engagement

While AI is best recognised in recruiting for assisting with sourcing, screening, and scheduling interviews, it also offers various other benefits such as assisting in the nurturing and engagement of candidates. Recruiters aim to automate time-consuming procedures such as interview scheduling, and background and reference checks. AI helps do this and leaves room for recruiters to focus on the human aspects of the job, resulting in quality interactions across a candidate’s journey. Spending time with top prospects, partnering with recruiting managers to set expectations, evaluating candidates in innovative ways, opening up opportunities to the best candidates due to unbiased screening, and enhancing hiring speed are a few noteworthy examples.

Smarter sourcing

The one area of recruitment where technology has had the most impact is talent sourcing. Recruiters can tap into a large pool of talent by using social media, job boards, and CRM tools. Applicant-tracking software generally includes talent sourcing capabilities and assists recruiters in automating sourcing on platforms like Facebook, Twitter, LinkedIn, Indeed, and Monster.

Reducing unconscious bias

Unconscious bias is a challenge for organisations, particularly in the areas of recruitment, personal development, and staff management. AI can swiftly screen thousands, if not millions, of resumes without bias by employing machine learning to determine the requisite qualifications for a job. This is accomplished through the analysis of employee résumé data by AI. This can help organisations compete for talent while also incorporating human-centric principles into the hiring process to build a more diverse workforce and culture.

Technology is changing the way businesses approach hiring. It assists recruiters in becoming enablers of the employment experience rather than recruitment being just a transactional operation. HR technology is one of the most significant value generators in the recruitment process. Employers can obtain significant advantages in this highly competitive talent market by strategically employing AI in the recruitment process.

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