Enormous cost and time can be saved by deploying smart AI tools to optimise the search process and talent mapping, particularly for crucial jobs.
As a society, we have begun to accept the phenomenon of artificial intelligence (AI) as part of our every day life. AI tools have become invisible but indispensable in more ways than one—be it the guidance one gets from the AI bots for making a purchase or options provided for food based on previous consumption patterns and preferences or the prompts one gets to decide on the clothes that would best fit an occasion based on personal profiles. The impact of AI is being experienced by industries and individuals connected to the digital system in one form or the other. AI has invaded the recruitment function too, as a result, the implications and the approach required to address the emerging talent acquisition landscape require special attention. AI tools not only help the organisation in better decision making with respect to more effective talent acquisition meeting business needs, they have the potential to make the most impact on account of the insights provided from the mass of data. Manual intervention and dependence of third party vendors could be significantly reduced for identification and sorting of suitable candidates meeting the pre requisites and narrowing down the talent pool with the ideal matches. Enormous cost and time could be saved by deploying the smart AI tools to optimise the search process and talent mapping particularly for crucial jobs.
Due to automation of recruitment process, the structured approaches often lead to candidates with the right background and superior skills go unnoticed and their resumes get ignored and both the candidates and the recruiters wonder how this happened. One of the significant contributions of some of the smart tools is their ability to go beyond the structured data provided by the candidates, identify potential talent pool by using a combination of multiple parameters using Analytics.
Using machine learning and sentiment analysis to learn and problem solve, AI tools are able to think and act faster and more accurately. Through the analysis of social media behavior patterns, algorithms and trends, AI tools help recruiters get a glimpse of the real persona behind the CVs. They also help in providing pointers to passive candidates matching the requirements of skills, experience and aptitude who may not surface on the radar of traditional recruitment methods. There are tools which profile candidates based on video interviews for their word choices, voice inflections and micro #gestures for subtle clues. For certain jobs instead of grades, education qualifications, experience, IQ or social intelligence, passion and inclinations are considered more important which some of the AI tools are able to detect. AI could be trained to trace patterns of bias in previous recruitments and avoid these in future recruitments. Often times due to large number of candidates applying for positions, they do not get timely response or feedback and as a result do not have a positive experience with the hiring process and end up having an unpleasant view of the organisation. AI tools could reduce the processing time at every stage of the recruitment process and facilitate better candidate experience being able to have continuous, personalised, speedy and spontaneous interactions with the candidates.
Talent mapping with the help of Big Data helps recruiters draw insights about the current talent pool and get early warning signals about employees likely to depart, both of which help the organisation to take proactive steps to avoid separations and also build a strategic plan for hiring in advance and minimise the impact of sudden exits of critical talent. While there are several benefits of AI tools for recruiters, they would be able to deliver on the requirements only based on the accuracy of data as that would be the critical component on which resides the efficacy of machine learning. Further AI tools cannot act in isolation and make all decisions independently on the hiring needs of the organisation. Recruiters would be empowered to make effective decisions around hiring but they also require to be equipped with the capabilities to handle the analytics provided by the tools and participate in enhancing the relevance and effectiveness of these tools to make them more and more smarter and tuned to their requirements.
These tools along with the refined automated recruitment process flow could free up the recruiters from having to spend time on mundane administrative tasks of sorting large volumes of resumes and shortlisting potential candidates and instead enable them to spend more quality time understanding the aspirations of the candidates, their match with the organisation goals and interacting with them to arrive at the best fit for the roles. The time has not yet come for artificial intelligence to take the place of emotional intelligence and hence organisations can never do away with the human element and the role of recruiters.
The writer is CEO, Global Talent Track, a corporate training solutions company