The rapid involvement of AI (Artificial Intelligence) can be linked to its wide range of benefits centered around making the process of talent sourcing seamless and highly efficient. AI allows hiring managers and recruiters to assess as well as interview candidates quite easily in comparison to conventional methods. Research reveals that around 96 percent of HR managers expect that AI can help in improving talent sourcing and retention significantly.
For the past few years, the selection of the right candidates out of demanding talent pools is one of the major highlights when it comes to the obstacles related to the talent sourcing process. In such a scenario, AI has evolved effectively to come up with a relevant solution to the problem. The implementation of Artificial Intelligence in the field of talent acquisition goes beyond the concept of assessing candidate-specific data, instead of leveraging its scale and helping organizations find the best available talent for the respective job.
AI technology in talent sourcing and acquisition has transformed and enhanced a number of conventional processes. Still, some level of human interaction is needed.
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What is Artificial Intelligence?
Artificial Intelligence can be defined as the brand of science that deals with the simulation of human intelligence with the help of programmed machines. AI possesses the ability to assess huge amounts of data that might not be processed by human intelligence while turning the same into actionable processes.
A dedicated AI program will analyze existing data -huge volumes of it, and then recommends or decides what should be the next series of steps for completing a task. The application’s ability to continually learn and adapt from the given form of machine learning is a core aspect of any AI program. You can think of AI as an efficient-working engine continuously supporting the talent acquisition process.
Role of Artificial Intelligence in Talent Sourcing
Artificial Intelligence is shaping a number of sectors and industries within the modern economy. AI continues to evolve rapidly. It is capable of reaching a point at which the evaluation and placement of individuals within organizations will be significantly shaped by AI technology.
Here are some ways in which AI aims at transforming the concept of modern talent sourcing and acquisition:
AI Accelerating Candidate Sourcing
Recruiters cannot know everything about the in-depth aspects of the job requisition language -especially when the recruiters are new or not highly experienced. This is wherein the role of an intelligent AI-based system or engine will come into play. Commencing with the specifications in the given job requirement, AI can help in expanding the search beyond the exact requirements to industry-specific language and terminology. Unlike a non-complicated word-matching algorithm, AI-specific talent sourcing allows a search on the basis of meaning or intent.
Moreover, with the help of Deep Learning permeating the AI systems, the aspect of skill adjacency gets adjusted. When a candidate is aware that he or she is capable of doing something, the software can go ahead with inferring the prerequisites of the existing skills. It helps in determining the likelihood of the individual having a similar, yet distinct skill depending on the analysis of a number of data points.
Therefore, candidate sourcing gets facilitated with a highly inclusive pool of talent that might have been otherwise missed out by humans.
AI Making Applicant Screening Highly Efficient
In screening, just like sourcing, data might vary while including resumes of both current and past employees. Data might also include additional information like incoming records or resumes, and skill or competency models linked to the specific job position, location, or education levels. All are instances of the type of data from which a machine learning program is capable of learning about patterns and rules.
External sources of data like international or national salary ranges can also be relevant sources fed into the AI system. Machine learning can help in offering answers to queries like ‘What candidate characteristics are the best for a particular position?’
As most candidates wish to apply to a specific company instead of a specific job, AI can help in recommending positions that might be relevant to the respective education, soft skills, or skill sets of the individual. The ability of the technology is also useful to current employees when it comes to recommending new opportunities or positions on the basis of the aspirations, interests, and skills of the employees. It serves to be a major benefit to both the hiring parties and the candidates.
AI Helping in the Elimination of Bias
Most organizations make use of AI in the talent acquisition process to eliminate bias during hiring. Moreover, an unbiased talent acquisition software or system can help in the elimination of bias that arises out of other characteristics leading to discrimination -including parental status, regional accents, social standing, and so more.
Smart programs powered by revolutionary AI technology help in evaluating job postings and requisitions for biased terms and language. Successful applications embedding AI will have access to Deep Learning neural networks with external data for complementing internal data sets.
AI Adding Intelligence to Online Interviewing
In online-enabled video interviews, Artificial Intelligence is capable of catching finer points -including facial expressions and gestures that humans might miss out on. Moreover, as AI is capable of analyzing huge volumes of data without hassle or fatigue, patterns are able to emerge effectively. This information might be otherwise looked over by busy hiring managers and recruiters.
It is the ability of AI technology to find correlations and make sense of huge volumes of information that makes it a highly valuable tool in the talent acquisition process.
AI is close to being indispensable in the all-new talent acquisition market. It will make the processes of sourcing, screening, and hiring efficient and easier in the long run. The applicability of AI in HR and other businesses is going to be widespread. Organizations will have to be well-served by creating governance committees to oversee the overall use of this rising technology.
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