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Companies have started using AI for recruitment and staffing!

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AI has touched almost every aspect of life. Global corporate investments in AI are projected to double over next two years. Many people are not aware that the companies have started using AI for recruitment and staffing. This approach has an opportunity to improve the fairness of current hiring processes. It removes unconscious bias. With AI system tedious processes, such as job-description creation, interview scheduling can be made easy. It allows the hiring managers to spend more time with candidates to improve both the accuracy of the hires and experiences of the job seekers.

 If candidates go after positions outside business hours, then an automated framework could evaluate their applications and could decide upon whether to call them for an interview or not. The framework through chatbot could even schedule a meeting with a decent possibility on the spot. That can add an incredible expansion in productivity and a more pleasant, engaging experience for top occupation applicants.

In traditional hiring process every step is vulnerable to unconscious human biases. 180 different cognitive biases are there. By applying ethical AI to those different stages, unconscious bias can be reduced or eliminated. Nowadays, companies are increasingly seeking fairer and more inclusive outcomes of who is being selected and hired. The main of today’s companies is to have much more representative workforces. Studies have shown that companies that are inclusive and diverse perform well than others. Software, on the other hand, is not subjected to some bias. Using an AI algorithm trained by a machine learning data set is a significant advance as long as the system does not introduce its own biases and is used to make insights-driven decisions.

Job applicant experience can be improved by AI-driven systems for hiring, giving them more visibility into the selection process. There can be 100 applicants for each job opening, and until the position is closed, the vast majority will not hear anything. With the help of AI, the human capacity to interact with is possible and even provide assessments for these candidates, and automated notifications can be sent to potential candidates. For others, the message can be sent that they do not meet the criteria for selection.

Internal candidates can be highlighted by AI who is a good fit for an open position but might have been overlooked. This helps increase employee satisfaction by enabling mobility and supporting their career paths, leading to retention and more extensive engagement. AI helps the hiring managers to short resumes rapidly and only selecting those candidates who meet the requirement. The time-consuming tasks of going through each resume can be eliminated. Non-value-added processes can be automated through AI framework, empowering talent acquisition person to focus on some other functions which need human interventions. 

Conclusion –

The companies have to ensure to train the AI system the data they use is fair. One method of preprocessing is representative sampling. AI team of a company should include business experts, project manager, data security trained professionals, user champions, and an executive sponsor.

 

 

 

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