Artificial Intelligence (AI) is a definitive answer to every recruitment-related challenge that modern HR teams are facing today, or could be facing in the near future. AI innovations are making businesses more sustainable and profitable with their transformational effects. AI based recruitment companies are at par with all other globally-recognized B2B technology companies that are able to improve business processes for their customers in the core HR areas. We are all witnessing a significant paradigm shift in the way HR teams handle recruitment processes in modern times.
If you are an employer, you should look into the far-reaching benefits of adopting an AI-powered recruitment solution for your regular and seasonal hiring requirements.
Here are the top benefits mentioned by employers about using AI recruitment software.
Accurate Needs Identification
AI’s role in recruitment begins from the very step of the process—“needs identification.” By using Predictive Intelligence and Data visualization features of AI software, recruiters are able to perform real-time needs identification and correlate the results with skills gaps analysis. This prevents unnecessary waste of recruitment resources in hiring new employees when the existing workforce could be trained to fill the gap. The same AI also helps in identifying best performing candidates that could be eligible for internal promotions, which invariably means you are able to fill the vacant positions with a tenured employee and fill the upcoming one with someone less experienced and at a lesser cost of hiring.
AI Imparts Speed, Accuracy, and Reliability to your Existing Hiring Process
No HR team likes to see their monthly cost and time of hiring going up. An inflated time and cost of hire reflects poorly on the HR administrative processes which are often a cumulative result of many factors such as talent recession, high competition, and long and unstructured interview screening procedures.
According to various independent recruitment metrics reporting tools, the hiring cycle is still very ambiguous and disjointed at places throughout the industry despite a sizeable amount of resources being pumped into the process. And, only AI and machine learning capabilities can streamline these processes. By using AI powered recruitment software for decision making, HR professionals are able to significantly reduce the cost and time of hire.
Refined Data-based Omnichannel Recruitment
Like marketing, omnichannel engagements are a great way to reach, engage and convert potential prospects into recruits through robust decision augmentation and text analytics.
Most HR professionals take stiff routes to close the existing vacancies in their organizations. These range from 3 months to less than a month. Selected candidates prefer companies who are able to hand out offer letters quickly. So, recruiters are now testing new types of data-powered recruiting tools to mitigate critical problems causing a delay in recruitment. Automated AI recruiting capabilities for omnichannel talent acquisition enable HR analysts to identify a set of important industry and job-focused keywords that are more likely to distinguish a highly skilled candidate from the rest of the talent pool. These keywords are used to craft eye-catching job advertisements specifically designed for achieving person-organization/ person-job fit.
Superior AI-based Employment Screening
Data-driven candidate sourcing is a solid reason why employers are ready to multiply their investments in AI-Based Recruiting Tools. Recruitment bias has been a stereotypical flaw in the hiring process. A lot of this bias comes from the kind of work done in the past, or the employers that they worked for. In the recent years, there has been a strong sentiment against biases in the workplace that trace their roots to the initial recruiting touch-point. AI Powered Recruitment software that provides automated keyword-based employment screening results somewhat manages to assist bias removal from the HR processes. These insights could be merged with the existing candidate database or ATS database to exactly understand how the prospect or selected candidate performed in their previous roles.
Conclusion: The future of hiring is Lean with Gamification
HR managers are now proactively seeking newer ways to meet and greet new candidates. Social media conversations, AR interviews, and gamified mobile app experiences provide futuristic opportunities to employers who seek candidates in the age groups of 18 and 35 years. AI-based recruiting tools have emerged as a reliable and cost-effective solution for HR professionals who are often found to be complaining about the complex challenges involved in the traditional recruiting process and want to shift to next-gen hiring models. With so much scope to automate and gamify, it is logical for any head of business to look into the prospects of investing in an AI based recruitment platform.
