There’s more to the hiring than just sourcing candidates. You see, aside from finding the best fit for the company, a hiring manager is also taken up by tasks like building a healthy and positive corporate culture, branding building exercises, creating and initiating healthy relationship among new and existing employees, like quicker turnarounds on feedback and measures on how to help improve work-life balance for the organization as whole.
And that’s just their regular day’s to-do-list. Phew!
A recruiter or a hiring manager plays a pivotal role in recruitment. In addition to the above, they are also responsible for improving candidate quality and experience, filling up positions faster, ensuring sourcing efficiency and being a step ahead of competitors in terms of building a good talent pool.
However, in today’s competitive environment, it has become imperative that hiring managers should avoid actions that would slow the recruitment process or maybe result in delays or negative candidate experience and feedback – an absolute recruitment nightmare.
According to a market survey, above all, more than 60% of job-seekers shared they are inclined to respond to a hiring manager or a recruiter, who personally reaches out to them. However, a significant percentage also admitted that reasons like, not giving enough time to communicate, radio silence, or zero feedback through the hiring process made them drop out even before any hiring decision could be made.
Organizations must ensure that these people, who are working round-the-clock to build positive corporate culture and sourcing candidate, must be given some technological aid that would allow them to more efficiently filter through applications and meet candidates who are closely aligned with the company’s objectives. As a result, they get enough time in hand to focus on other operational tasks.
In the era of artificial intelligence (AI), where it is transforming the world, is it too much of a risk for the HR industry to take? No.
In fact, there’s nothing better than machine-based intelligence meeting humans at the Human Resource Departments. However, AI and machine-learning have considerable inferences over HR practices. Moreover, In the past year, AI has taken in HR to better strategize people’s decision.
Artificial Intelligence can be potentially used to accelerate and assist human efforts, specifically through the hiring process.
- Talent Acquisition
- Resume Parsing
- Employee Communication and Engagement
- Tending to queries of Job-Seekers faster
These are just a few of the many crucial tasks that could be easily managed through AI technology; thus relieving recruiters and hiring managers from heavy-lifting tasks. And not just recruiters, companies must integrate AI to help build better candidate experience.
Many job seekers, even today, prefer to apply for jobs on the company’s website; however, due to technical glitches, lengthy application process and time-taking feedback, they give up. Applicants will be able to apply to jobs and can easily get through the first round of selection with AI.
Who said, AI couldn’t give you a win-win situation.