AI In Recruitment: The Future Of Intelligent Hiring Is Now Within Reach

Look beyond the HR jobs losses

 
Perhaps the unknown (and unprecedented) possibilities cause a slightly reticent sentiment and there seems to be an underlying and fortunately unjustified fear that recruiters will lose their jobs to robots. A recently published eBook states the exact opposite: artificial intelligence makes the recruiter's work more meaningful, takes repetitive tasks off their hands and creates room for more attention for the candidate.

According to Walter Hueber, CEO at Cammio Recruitment Experts, AI & ML technologies can help do some of the heavy lifting in sourcing and assessment of candidates, providing objective insights along the way. This allows recruitment specialists to spend more time with tasks that add value in the selection process. Rather than look at HR jobs lost, we should look at HR time gained and spent elsewhere in a more meaningful way.

There are many technology solutions available today to boost performance in Talent Acquisition, from sourcing to onboarding. The future of sourcing talents with AI for example lies in anticipating needs and pro-actively identifying talent before they become active job-seekers. Several tools are used to gather publicly available data on passive candidates to generate profiles and information on future job mobility.
 
Such profiles obviously encompass career insights (job experience, education, etc.) but also industry indicators (retention rate at a position, work-related publications, salary estimates, updates on LinkedIn, etc).
 
Once talents have made themselves known as candidates there is much more room for AI to play a role of significance. Candidate engagement using AI helps to offer automated, human-like communication in order to keep applicants engaged at every stage of the recruitment process. At this stage AI can also be used for assessment purposes, which brings a twofold of benefits. On the one hand the assessment will be more accurate, because it it is free of human (unintended) prejudices and bias. On the other hand,  assessments can be based on already existing data (eg. from a video interview) with the help of AI. This means that they are both less time-consuming and less costly, and therefore can be applied earlier in the selection process.
Once hired, AI-driven tools can use acquired personality data to prepare custom on-boarding programs that eases out the “expectation versus reality” duality among new employees. Even in the event of an unsuccessful application, AI can nurture a relationship to retain candidates inside a talent pool, providing relevant content and updates. Companies then have access to a permanent candidate database, provided they have received consent, from semi-engaged talents ready to hear about interesting future openings.

Combining the data, collected and analyzed through AI, with the recruiter’s assessment of a candidate, enables a sound hiring decision. Guided by the additional intelligence of algorithms, talent acquisition specialists will have a wider view of candidates’ ambition, skills and personality. The future of intelligent hiring is now within reach.

Annie Burkhardt is Marketing Manager with Cammio. Visit www.cammio.com   Connect Annie Burkhardt