AI will not replace HR jobs. That’s what they say at least. This is especially true for recruitment; but there’s always room for improvement. People will admittedly fail at certain tasks that AI can tackle better, increasing job productivity, efficiency, yielding better results. This is where a talent cloud comes in handy.
Can AI change the human experience, what a person can offer to recruitment? A recruiter’s ability to create great candidate experience and build human connection? Really understanding somebody’s potential is irreplaceable as of now at least. However, AI can easily automate or enchance other practices. So the answer is, partly.
Recruitment software, like a talent cloud, has many benefits: they can help automate much of the recruitment process and boost your efficiency and productivity indefinitely. Furthermore, this type of software can automate processes such as sending emails and sending responses to candidates. Using these automated recruitment tools will leave you amazed with what you can do. Here, we inspect 3 major ways that AI can help improve recruitment experience.
Automating Screening
I bet you’ve heard of the “6 seconds” rule. Basically, it is the idea that it takes a recruiter 6 seconds on average to judge a CV. And pretty much all of us believe that it enables unfairness, and that it’s not an objective way of evaluating a candidate.
But what if you could reduce that time to 0 when it comes to unfitting CV’s? After all, a simple ATS (Applicant Tracking System) can filter through CV’s and bring the ones with the fitting criterias to the forefront. When integrated with an Automated Screening Software, the past hiring decisions are used as patterns to dictate what a good candidate looks like (1). This enables a recruiter to focus on better fits, reducing hiring costs and time spent to find the ideal candidate.
Validate Candidate Skills
When it comes to skills, it is often difficult to evaluate ourselves. Cognitive games measure very specific cognitive skills, and the scores are evaluated.
The candidate can even realize some of the skills he didn’t know he had – perhaps he is quite detail oriented; or realize that he wasn’t as good as he thought with his task speed. This is the main point of these games – to compensate for lack of awareness & biases.
From a recruiter’s standpoint, it is much easier and more reliable to get an honest, objective profile where he can compare with other profiles on an equal footing.
Hiring Global Workers is Less Complex
Eliminate the complexity of hiring, paying, and managing a remote global workforce
After the match, a truly Intelligent Talent Cloud should make remote development easy, compliant, and secure, mainly by abstracting away the complexity of managing distributed teams. This simplification includes payment and payroll compliance, global taxation requirements, managing security, and the communication challenges that previously plagued distributed teams working across different time zones.
We hope to see a more fair, efficient and enjoyable recruitment process for all parties, for the recruiter and the candidate, with the use of these tools.
