Impact Of Artificial Intelligence On Talent Acquistion
Over the last 15 years, recruitment has undergone tremendous change, and has been largely influenced by going digital. The offline process has become predominantly online, especially when it comes to applying for jobs. Online job portals, social platforms, proactive targeting and sourcing, are just a few examples of how much easier, it is for candidates to access relevant information, about career opportunities. Companies enjoy similar access, that allows them to proactively get in touch with prospective employees, meaning those who are most likely to fit the role and organizational culture.Let’s take a closer look at online job portals and their evolution. Recruitment portals are no longer large repositories of resumes. They can now be used to provide intelligent search features, employer branding options and candidate management features as well. Interestingly, these platforms also provide a huge range of tools to conduct hackathons or other initial assessments,and are constantly evolving (read gamification) over the years. Recruiters should smartly evaluate these options, based on the company’s business needs and add them to the channel mix, that’s working towards sourcing candidates.
Complementary to online recruitment portals, is social media as a recruitment aide. According to a Glass door report, “86% of people in the first 10 years of their career are likely to use social media in their job search.” A Forbes article quotes Issa Asad, CEO of Qlink Wireless to give a clear idea of what social media can accomplish, “Every picture you share, every bit
of content that you publish, and every social media status update all add up to create a mental image of your company’s culture.” Add to this, the potential that social media gives to a recruiter (or even company employees); to get in touch with candidates who are not currently looking for a job. LinkedIn and similar networking groups are a great way to connect with people, so that, when the latter begin looking for jobs, the company is already be on their radar.
Social media is a great place to experiment with multiple formats of communication; video, audio, gifs, infographics and more. Paid and extremely targeted campaigns allow recruiting strategies to be hyper personalised, supported with good research and may be a little help from technologies like Artificial Intelligence (AI).
When referencing new tech like AI and Machine Learning(ML),as keen enablers of an efficient recruitment practice, it's important to note their undeniable and growing impact. For instance, such technology investments reduce dependency and costs incurred by employing third party services for talent outsourcing.
Organizations are harnessing AI and ML capabilities to augment their search optimization tools, data analytics, and talent mapping when identifying the right candidate for the right job. With these technologies, the time taken to 'mine for candidates' is drastically reduced, the search is also narrowed down to only the best talent that match job requirements. AI and ML also eliminate the need for human intervention and manual personality matching, when choosing the best candidate for the role.
More over, targeting the right set of candidates, from the start, just makes good long term business sense because, it is the right set of the individuals who are most likely to get through the organization’s interview process and become a contributing member of the company’s employee base.
Finally, in a world, where user experiences are increasingly determining, a company’s success or failure, the experience of job searching is extremely critical. From the candidate’s point of view, searching, applying and waiting to hear back – and often the long silence in between, can be painful. This makes the use of new tech, in the global war for talent, pertinent to easing a bad user experience.
With modern day talent acquisition technology backed by Artificial Intelligence, the total time taken for recruitment has reduced and the search time has narrowed down to reach the best talent that matches the job requirements
Social media is a great place to experiment with multiple formats of communication; video, audio, gifs, infographics and more. Paid and extremely targeted campaigns allow recruiting strategies to be hyper personalised, supported with good research and may be a little help from technologies like Artificial Intelligence (AI).
When referencing new tech like AI and Machine Learning(ML),as keen enablers of an efficient recruitment practice, it's important to note their undeniable and growing impact. For instance, such technology investments reduce dependency and costs incurred by employing third party services for talent outsourcing.
Organizations are harnessing AI and ML capabilities to augment their search optimization tools, data analytics, and talent mapping when identifying the right candidate for the right job. With these technologies, the time taken to 'mine for candidates' is drastically reduced, the search is also narrowed down to only the best talent that match job requirements. AI and ML also eliminate the need for human intervention and manual personality matching, when choosing the best candidate for the role.
More over, targeting the right set of candidates, from the start, just makes good long term business sense because, it is the right set of the individuals who are most likely to get through the organization’s interview process and become a contributing member of the company’s employee base.
Finally, in a world, where user experiences are increasingly determining, a company’s success or failure, the experience of job searching is extremely critical. From the candidate’s point of view, searching, applying and waiting to hear back – and often the long silence in between, can be painful. This makes the use of new tech, in the global war for talent, pertinent to easing a bad user experience.
