The Talent Acquisition process is undergoing significant change because of artificial intelligence. The AI software gathers and examines a sizable amount of data, and it informs us of what should be done with that data.
There are
numerous more applications for AI besides talent acquisition, which is
already used as an assessment tool. The key areas where AI can enhance the
talent acquisition process are listed below.
Answer
the Basic Queries with Chatbots:
Large
firms already use chatbots for recruitment reasons. Chatbots will
respond to candidates' questions. However, more businesses will begin utilizing
chatbots in the future to answer the candidates' queries.
Additionally,
chatbots may be utilized to direct candidates through the hiring process. When
a candidate visits the company's career website, chatbots will engage them in
conversation and direct them through the funnel. Bots can identify a prospect's
talents from their resume and can show the recruiter exactly which function the
individual would match.
Streamline
Recruitment:
Let's say a
company hires 200 new employees each year, and 100 people typically apply for
each open post. It is a challenging endeavor for the talent acquisition staff to
review 20,000 resumes annually. It takes time and money for the talent
acquisition team to analyze these applications, evaluate the applicants, select
the top applicant, and set up the interview.
One of the organization's biggest challenges is that the top 10% of the 100 candidates will only be on the market for less than two weeks. Finding and hiring
top talent will be challenging for recruiters who use the manual technique.
Using AI to reduce the manual duties performed by recruiters is one method to
address this obstacle.
Selection
of Candidates based on skillset:
Unconscious
prejudice is something that many applicants have experienced during interviews.
When a hiring manager or recruiter forms a judgment about prospects based only
on initial impressions, unconscious bias occurs. Unconscious prejudice does
exist prior to the in-person interview.
Only the
candidate's resume photo, name, age, gender, or even birthplace may be used by
recruiters to make an assessment. So how can a company eliminate bias when
selecting a candidate? Well, using an AI tool can do that.
Finding
Passive Candidates:
Candidates
for the available post might be found by recruiters on numerous job boards or
social media platforms. On the other hand, AI may carry out such duties to
ensure that you create a talent database for the future and have the greatest
talent for it.
The AI can
find applicants from websites like LinkedIn and examine various data points,
such as how long a candidate held a position before getting promoted. It can
also gather more details about how the business is doing and what its current
turnover rate is. Based on these criteria, a company can compile a list of
potential candidates for when a suitable position becomes available in the
future.
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