Recruitment technology is evolving and forcing HR to evolve with it. Why? It helps target the right candidates and speeds up the process mostly through the use of artificial intelligence.
And there’s data to prove this.
For the last two years as part of our HR Tech Global report, we’ve asked HR professionals how their company was using artificial intelligence. In both 2017 and 2018, 25% or more said they used it as part of their recruitment efforts.
With that said, what are some of the things HR needs to know about smart recruiting technology?
For HR professionals the most time consuming part of the screening process is going through applications. Smart recruitment technology can speed that up.
IBM, GE and Hilton Worldwide are among the growing number of companies using this technology to screen, test and hire new talent. All of them are using machines to scan candidates’ work samples, social media posts, and analyze their faces faces. One example of this: Unilever. For more than a year now, the company as used AI to hire all of its entry-level employees. Each candidated was asked to play a neuroscience-based game which measured inherent traits, Then, each had recorded interviews analyzed by Artificial Intelligence. Candidates where then rated through AI using thousands of data points from video interviews. Some of those included vocal intonation, word choice and even facial movements. It’s been so successfuly, Unilver VP of Human Resources North America Mike Clementi says the company has been experimenting with using a similar process for mid-career hires or lateral internal changes.
As a whole, HR is seeing a huge push to remove bias from hiring practices. Smart recruitment technology can help level the playing field. How? Specifically, it can look for ways to better job posts and descriptions. It can also help create questionnaires that are not bias and can help alleviate the same issue with regards to screening.
Now, a warning.
This technology can overcome human prejudices, but it may develop its own biases based on favorable traits or conditions it previously encountered. This is why the quality of data is so important. Simply, if an AI system is fed “good” data, the user will see a better result. If the system is fed “bad” data, expect a bad result. That’s a concern when inaccuracy in an AI report, for instance, labels a candidate or employee as a poor performer. This can have disastrous consequences for that person’s career.
As we’ve written before, the freelance market or gig economy is growing and doesn’t appear to be showing any signs of slowing down. That said HR as a whole does not have the expertise needed to hire these types of workers as it is somewhat new to the space. In time, that will change but until them smart recruitment technology can help in that it can identify traits and parameters needed for a particular type of remote worker. It can look through an applicant’s previous job history and work samples to see if the person is a fit for the remote position offered by your company.
The great thing about artificial intelligence is that it is constantly learning. As more and more interviews are conducted and completed, AI-powered recruitment technology can streamline the interview process and create a stronger, better methodology.
Beyond Recruitment Technology
We’ve looked at several different ways in which recruitment technology can increase the effectiveness of the recruitment process, but there are other areas where AI can help once the employee is brought into the company.
AI-assisted onboarding, for instance, can provide real-time feedback to employees through chat bots. It can also help automate the experience in collecting I-9s, W-4s, employment agreements and work eligibility information from new hires. It can also help with training. AI can track training and development and can even customize training for employees based on their current knowledge.
If one thing is for certain, AI is not only powering recruitment technology trends, it is quickly becoming a part of every HR tool available. Aligning the technologies to the company’s goals will benefit the customers, employees, and organization, but it will never fully replace the need for a human HR team or department.
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