The new HR technology category AI for adoption has brought about four exciting innovations. These innovations aim to make recruitment more efficient, effective and competitive.
Innovations
Volume Recruitment has faced a boost because of innovations in recruiting software.
Automatic CV validation
AI is being used to automate the resume screening process in a new generation of resume screening applications. This AI learns which candidates were successful and failed workers by using an existing resume database. The experience, talents, and other qualifications of current workers are learned by automatic resume screening software. It applies that knowledge to new applicants to automatically screen the strongest candidates (A to D, etc.). Then put it in the candidate list and score it. With the ability to instantly filter large volumes of resumes, automated resume screening can eliminate wasted time manually screening unqualified applicants and reduce recruitment time by 71%. I have. Automatic resume screening also solves the problem of “ignoring” resumes. The company reports that 65% of the resumes received are not displayed.
Blind Recruitment
Blind recruitment is a technique for anonymizing or “blinding” personal information about a candidate, leading to unconscious or conscious bias. So, blind recruitment has recently received much attention due to its promotion to increase workplace diversity. According to theory, blind recruitment provides recruiters and recruitment managers with the candidate’s skills, knowledge, and potential for success without knowing the candidate’s demographics such as race, gender, age, and level. Increase the diversity of the workplace by enabling more objective evaluation. It is quite simple to develop software tools that anonymize resumes and provide scores. It remains to be seen if more complex blind interview techniques (e.g., audio interviews with audio distortion) will become mainstream.
Rediscovering talent
Talent Rediscovery is a feature that automatically selects candidates who have applied for previous jobs at the company and uses the ATS resume database to match them with the currently recruited job listings. Regular ATS is not designed to make finding and evaluating previous applicants for new job listings easier, even if previous applicants were previously screened and matched similar roles. The Talent Rediscovery software uses AI to search the ATS database to find, rate, and rank previous applicants who match open position eligibility. Talent Rediscovery can find talent faster and at a lower cost by leveraging candidates already included in ATS. With the help of search software, employers have tripled the number of qualified candidates without spending extra money on acquiring candidates.
Recruitment chatbots
One poll found that 58 percent of job searchers had a bad image of the organisation. If they did not receive feedback after applying. Employers cannot afford to lose competent talent owing to applicants’ lack of experience in today’s highly competitive, applicant-led employment market. AI is used in recruitment chatbots to communicate with candidates in real time, answer job inquiries, offer feedback and updates, and recommend next actions. Recruitment chatbots may guarantee that candidates’ experiences do not suffer from a lack of connection with recruiters by automating repetitive duties such as answering FAQs.
How software changes the role of recruiters
Innovations like AI for recruitment are poised to transform the role of recruiters in three ways. Accelerating screening, reducing unconscious bias, and creating talent advisory capabilities. Ironically, you can be more “human” by streamlining and automating your hiring workflow with tools such as AI to buy more time. This allows recruiters to spend more time investigating the needs and desires of candidates and working with recruitment managers and executives to plan strategic recruitment initiatives.
Speed up the screening process
Among the most time-consuming and labour-intensive aspects of recruitment is manual resume screening. ICIMS data show that the application is stuck in the screening process at 38% of that time. For large jobs that receive more than 250 applications, automated resume reviews can save a lot of time for recruiters.
Reduce unconscious prejudice during the hiring
You may eliminate unconscious prejudice using software by disregarding demographic information about applicants such as age, gender, and race. Instead, candidate recommendations given by this software on which candidates to proceed can form the basis of recruitment decisions backed by a more objective database. So, choose wisely, the best recruitment software for your needs.
