IS ARTIFICIAL INTELLIGENCE REALLY THE FUTURE OF RECRUITMENT?

Acquiring talents is going through a period of substantial change as the world leans towards the digital economy.

This new age of recruitment is identified by next-generation digital technologies, all of which are re-exploring how in-house and agency recruiters can now access new types of talent.

Understanding these revolutions require getting to grips with what we describe as the three eras of recruitment. Looking back in time, there have been 3 noticeable periods of recruitment, each of which have shaped how recruiters source talent: The Analogue Age, The Age of Spread, and The Digital Age.

· The Analogue Age, the era of professional recruiters began in the 1980s when the only technology tools available were landline telephones, fax and franking machines, the postal service and print media. The recruiters had to create vast and quality internal networks and develop strong interpersonal relationships with candidates and clients, and head-hunt talent.

· The second era, The Age of Spread, began in the late 1990s and was fuelled by the internet and email. With the use of the great Web 1.0 and eventually, LinkedIn replaced valuable interpersonal skills. This results in a superfluity of online CV databases, non-specific job boards, and started the culture of bulk emails distributed. It degraded the quality of recruiters.

· The Digital Age of recruitment is now afoot. Recruiting has gotten harder, and talent acquisition has become more difficult than ever before.

So considering today’s requirements and advancement, Recruiters now need to do two things: First, upgrade, and embrace again skills from the Analogue Age like one-on-one communication, relationship building, and networking.

The second, adopt and accept the new eco-system of tech tools and technological advancements.

To do this, recruiters must leverage the next generation recruitment technologies that now exist in order to get the upper hand.

We don’t need a crystal ball to predicts that current trends indicative of an A.I. powered future!

Effective Screening and time-efficiency is still the biggest drawback in talent acquisition: 52% of talent acquisition leaders say the hardest part of recruitment is screening the right candidates from a large applicant pool.

What does A.I. have in store for you?

BOT scheduling

Many companies are making use of bots to handle their scheduling needs to eliminate the man force required when recruiters are trying to schedule interviews with multiple candidates. This is one of the widest use of AI.

An AI-powered personal assistant, can scan emails from candidates and correspond with them to schedule meetings, shaving off hours of time that recruiters used to be spent on tedious tasks.

Improving the experience for the candidate

One of the biggest annoyance for candidates is not hearing back or receiving any sort communication from a company after applying for a job. For recruiters, it’s extremely hard and time-consuming to reply to all the candidates that apply for roles, especially in mass hire situations. On the other hand, candidates regularly feel as if their CVs are lost, or assume that recruiters can’t be bothered to look at or reply them. As a result, the company’s reputation is on the line.

Interviewing made Ease

For a long time, interviewing has been one of the expensive and time-consuming aspects of talent acquisition. Now, candidates can escape tedious work of booking flights or shacking up in a hotel during the preliminary evaluation stages for a potential job. Instead, Artificial Intelligence has made possible for recruiters to interview candidates on their own time and store these interactions for later analysis.

Despite its early days of use, AI-powered facial mapping technology can be used to interpret and record employee feelings and temperament. this is widely being opted by more recruiters to find ideal candidates for the potential role.

Contextual Marketing

By assimilating information such as search engine terms and recent web-browsing activity, users can be sent targeted, relevant online ads.

Incorporating this technology into recruitment processes is an ideal way of finding relevant candidates searching for a potential job. The automation saves time and allows recruiter with more time to focus on other vital task and future strategies.

Problem with semantics

AI and machine learning tools can help recruiters to deal with the complication of the semantics associated with the resume analysis. When HRs are looking to fill a particular position, for instance, a project manager role, the easiest way is to recruit only those people whose resumes reflect a past project manager role. However, since a variety of titles can be used and mean the same thing for example, “project coordinator” or “project specialist.” This increases the work for recruiters, but we can train AI to automate this tedious task and to avoid elimination of potential candidate just with a different title with the help of conceptual search tools that understand a recruiter’s intent and don’t require a precisely worded query to work.

The challenges with AI

Introducing new technology to existing processes can be an unsettling task. New technology requires time to master, and it’s most likely to encounter some complications on its road to the application.

• AI requires a lot of data to implicate its learning. Manforce is still required to input and upload this information.
• AI learns and evolves and it needs time to become an expert. More the human interaction with the AI process, More the efficacy.
• No technology is completely perfect. If something goes wrong we, ”humans” need to be there to fix it.
• AI technology is in its early stages and is under continuous development, and isn’t particularly user-friendly.

The future is here?

Clearly, AI is here to stay. Recruiters who can realize its enormous potential will effectively leverage this technology, while also boosting efficiency and remarkably shortening timelines.

Recruiters who accept its impact will unfold its many features and advantages and could be rewarded with propelling productivity and enterprise value creation.

“Adaptability is about the powerful difference between adapting to cope and adapting to win.” — Max McKeown

“There are really three themes that’ll shape the future of talent, Artificial Intelligence and automation, the skills gap, and the rise of independent work.” — Jeff Weiner, CEO LinkedIn

— ABHINAV
YOUNG ENGINE