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AI for recruitment is an evolving HR technology category intended to decrease or even eliminate time-consuming tasks and provide greater possibilities.
FREMONT, CA: Advances in technology continue to make HR professionals' efficiencies smarter, faster, and more effective in managing their talents. Emerging technologies, like machine learning, can automate manual procedures, decrease human error, and eliminate prejudice by recruitment, ranging from reducing employee bias to testing for the first round of candidates depending on achievement opportunities.
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The search for new talents for businesses is a steadily increasing task. It is not unique that the lack of abilities in the employment sector improves competition, and must attract the most exceptional applicants, involve them as well as hire them more quickly.
• Applicant Tracking: A recruiter can monitor vital metrics, including the time to fill, cost per hire, and many candidates requesting specific jobs, using Applicant Tracking Systems (ATS). The applicants ' information allows recruiters to spend the procurement and recruitment budget smarter. When using an ATS, recruiters can see data on whom they employed in real-time, whether or not they suit well and more. The ATS recruiters can determine which work boards and campaigns were active and monitor candidates throughout the recruitment phase. When they know what's working and what is wrong, the next time a request form appears on their desk, they can better plan to hire budgets and take faster-recruiting decisions.
• Messaging Services: The communication starts after the applicant has applied to a company. Clear and consistent interaction is essential to deliver an unforgettable experience for candidates — and how to communicate better than by SMS messaging. Up to 90% of the applicants are always on their mobile phones, but they do not check e-mails, so why waste time writing a long e-mail that nobody will read when directly recruiters can contact the applicant via their mobile device. The responses of candidates are faster than traditional email and telephone calls so that the recruitment process will speed up. They can contact candidates instantly via automated emails while offering a personalized experience for recruiters and recruiting directors.
• Assessment of Personality: The personality evaluation as part of the screening process will help recruiters to determine if the candidate fits well, how the candidate will play a role and where the candidate needs to improve in the future. There is multiple assessments test available in the market. If the budget enables it, recruiters can always buy several evaluations to get a clear idea of who the candidate is and how the candidate will evolve. To use digital assessment in your recruitment process, recruiters can synchronize these evaluations with ATS and obtain full data on how the applicant worked directly at their fingertips.
• Background Verification: If the tracking system of applicants can automate the background inspection of the candidates, then recruiters are well placed to offer quick recruitment. A background check may usually be carried out from three days to one week and may take up to 30 days for more thorough checks. A background check is necessary for every organization to know well about the candidate's history. It will be helpful to know about the candidate more precisely and accurately. Using AI, the process can be simplified and given more importance in the recruitment process.
• Video Recording: The interview phase can be performed through video or interview systems. The addition of video recordings may lower no-show rates and decrease the time spent planning and interviewing in person. 50% of hourly employees will not be presented for an interview – whether in person or by telephone. Why risk these odds when recruiters can immediately implement video interviews that attract all types of employees at all stages. Some interview and video tools also enable the applicant to select a suitable day-to-day conversation that also helps to decrease the spirit of the discourse — if the applicant does not appear for an interview.
• Signing Documents: AI-enabled services can help in saving time which is wasted in signing the documents during the on-boarding process. Although companies have the option to do so individually in the recruitment process, this helps the candidate experience truly better in the context of a cohesive recruitment process. It's also the easiest method to make sure you sign the document and have all the types together. Instead of wasteful signing paperwork for a new hire, he or she will get a better knowledge of how to do the work.
• Learning Management Systems (LMS): The ultimate stage in the recruitment process is onboarding. Recruiters can personalize the instruction and communicate with the candidate when using an LMS in the recruiting system. Using an LMS while onboarding process, helps the recruiters to interact with the candidate efficiently.
With the right technology in place, the employment will not only speed up but also decrease the time the employers spend on the worldly business.