artificial Intelligence

Organizational leaders and recruitment officers have faith that merging artificial intelligence (AI) into the HR functions like onboarding and administration of benefits can and will improve an overall employee’s experience in the job.

One of the most time-consuming processes of HR is recruitment and attracting the right talent for its organization. The opportunity for AI to improve the efficiency of the hiring cycle is immense. Machine-learning technologies are creating tools to spot, screen, and rank applicants to help speed up the hiring process. Great examples are of organizations that use AI to create and develop gamified challenges for software programmers as a candidate sourcing tool.

On the other end of the spectrum – placing candidates – technology is an enabling candidate profile of unstructured data to fit with job requirements. Candidates and desired skill sets are matched, without manual effort. Meanwhile, one way to reduce the time- consuming of recruitment is the introduction of virtual assistants for recruiters. There is tremendous scope for artificial intelligence to improve the traditional recruitment process.

Ways artificial intelligence is reinventing Human Resources:

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Reduces recruiting timelines:

Spending hundreds of man-hours filtering through thousands of CVs and online job-board profiles, searching for new employees, is coming to an end. Due to artificial intelligence, the hiring time is estimated to reduce from more than 30 days down to single digits. Candidate sourcing and onboarding can be made efficiency, utilizing a non-biased process that removes stereotypes from sourcing and finds candidates that are appropriate for the position.


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Is cost-effective:

Above all, Over a period of 12 months, as estimated, AI decreases costs for the company. For instance, numerous man-hours, countless company dollars etc. While this seems nearly incomprehensible, it’s completely possible. With many of the programs available, offering tailor-made packages on a monthly, quarterly, and yearly subscription basis, it’s not hard to see that you can save a pretty hefty amount by transitioning to technology solutions.

Improves the ‘employee experience’:

There is no way we can personalize at scale without applying the best that data science has to offer. Artificial intelligence isn’t just about giving humans a hand at doing lower-level tasks; it’s about data. Vast data can be collected at an exponentially higher rate from AI than from humans involvement. This data not only drives businesses in Human Resources alone but also in other departments.

Enhance efficiency:

Automation and a human touch don’t have to be mutually exclusive. Strategically combining them can deliver unrivalled results. In recruiting, automation’s infinitely scalable levels of efficiency, regardless of the volume of candidates, each receives a timely correspondence.

Increases the human experience:

Ideally, automation makes it possible to enhance the human experience for both the organization and the candidate. If increased efficiencies allow more time for the highest-value interactions. Increasing speed, quality, and efficiency without sacrificing meaningful communication and relationships seem to be the right balance for the best possible outcome.

Today, HR departments and recruitment agencies face some biggest challenges, for instance, screen resumes and compliment talent acquisition. Modern technology reduces effort and helps manage data. It also streamlines some part of the recruiting workflow, especially repetitive, high-volume tasks.