Candidate Sourcing and AI in Recruitment: An Introspection

We have come a long way from the days when job openings were posted in local newspapers and applicants applied for jobs through postal services. 

Today, job postings and applications have moved online. The likes of Monster, Google, Indeed, LinkedIn and Glassdoor have changed how we source candidates. Many companies now use some form of technology to manage their recruitment process, from collecting and sorting applications to tracking and shortlisting candidates. 

Technology has facilitated the streamlining of candidate selection, enabling recruiters to efficiently sift through a large pool of applicants on job boards, saving considerable time in the process.

These technologies are continuously advancing. However, the advancements occurred gradually over time and took time to mature and gain widespread acceptance.

However, the pace at which artificial intelligence (AI) technology is making inroads in the talent acquisition landscape is unparalleled. 

Not too long ago, AI seemed to be a far-fetched notion. While most were skeptical about its usage in a corporate setup, many of us also thought we had a lot of time in hand to wait and watch how it shaped up.

It was not the case. 

Today, AI and digital technologies have pervaded our lives. From personal assistants like Siri and Alexa to smart home devices and advanced data analytics tools, these technologies have transformed the way we communicate, work, and even make decisions. 

Similarly, AI's impact on HR is evident, especially in screening and hiring. By automating repetitive tasks, analyzing vast amounts of data to identify top candidates, and predicting future workforce trends, it has helped enhance the whole process. 

As more and more companies prepare to incorporate AI into their recruiting and hiring processes, there are several questions, ranging from ethical concerns and biases to lack of adequate safety measures and training, that must be addressed. We talk in length about these in this edition.

Another issue that has engulfed the recruiting industry is talent deficit. As our current demographics of the workforce are fast aging and as a large section of the workforce is increasingly preferring smaller cities due to rising costs and economic challenges, it is evident that we need to look for other means to acquire talent.

There is a growing interest in contingent workers among businesses that want to meet their evolving needs, seek agility, and want to adapt amidst uncertain times.

This month, we also delve into the opportunities, challenges, and strategies for contingent workers as they become integral to modern workforce dynamics. Additionally, we explore how organizations are managing contingent workforce, offering insights and strategies to maximize their potential amidst the digital revolution and shifting workplace demands. We also touch upon how you can address the relocation crisis, unearth newer talent through ‘returnship’, and enhance candidate sourcing and experience, among others.  

Do not forget to check out the exclusive study that goes deep into how organizations are managing contingent workforce and offers insights and actionable strategies to help harness their full potential.

While tools cannot replace the expertise HR professionals bring to the table, they can streamline processes. Thus, the objective of integrating advanced tools, such as AI, into HR has been to enhance, and not replace, the human touch. Similarly, while a contingent workforce might not answer all your talent woes, they offer better prospects when you seek agility and flexibility. 

On that note, as the workforce landscape continues to evolve, we hope this edition sheds light on some of the pressing issues facing the recruiting industry. 

Happy reading!
 

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