Technology in Recruitment

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Hello friends.

Let us now talk about how these new technologies are bringing a change in the field of recruitment and what the future is going to look like with these technologies that we have.

The first is “artificial intelligence and automation”.

So, gradually artificial intelligence is playing a lot of major roles in the hiring process, and in this way, a blend has been created where artificial intelligence and machine learning work in tandem, and help you choose the right set of candidates. And many of the repetitive tasks, which were previously used by recruitment professionals, have now become fully automated through artificial intelligence.

So, if we look, a lot more things are supported through AI, and we are able to hire the right people for the open positions very easily.

Now, understand that you have an assistant who does not come to the office, does not lock 48 hours a week, and helps in completing all your work in minutes. (Interesting, right?)

Now, let’s have a look at the advantages of “AI and automation”.

The foremost advantage is that it “improves the quality of hire”.

Secondly, it “helps to automate manual tasks”.

Third, the cost of hiring is less. Hence you can easily do a “cost-effective hiring”.

Then you can easily choose anyone from “diverse hiring”.

Then, “the time is reduced to hire the candidates”.

And lastly, it becomes “ideal to hire passive candidates”.

If you remember, I already told you about the passive candidates. Just to remind you, these are those candidates who are not there in the job market but are a rich source of talent. So, if we tab them and bring them into our organization, our overall talent pool is enriched. (Clear?)

Next, we have a very interesting technology which is “Interview Chatbots”.

These chatbots are capable of conducting human-like text conversations. You will feel like the one on the other end that is answering your queries is a human only.

Well, the chatbots can collect their “responses, pictures, videos and documents” and provide an interpretation. And these chatbots have become empathetic now. They can empathize with others.

They have become “intuitive, presumptuous, and they can communicate via chat, email or text” as well.

Well, overall, we can say that here also, that machine learning is utilized and plays a major role where the machines are able to learn and they are able to apply that intelligence of how and when to respond?

Now, what are its advantages?

First of all, they can “easily screen the candidates and evaluate their potential”.

They can “expedite the entire scheduling of the interviews”.

They can “respond to user inquiries quickly and provide immediate solutions”. And they can also improve the “candidate experience”. (Understood?)

Now, the next technology is “diversity equity and inclusion candidate hiring”. Well, the major utilization of technology recruiting nowadays is in “DEI Candidate Hiring”. Because companies have some quotas that they have to fulfill with DEI candidates. 

Now if we talk about DEI, then these are diverse candidates, not just in terms of gender but also generation, in terms of their physical capabilities like differently-abled or not.

Also, nowadays organizations are hiring “neurodiverse talents” whose neurological capabilities are very different from a lot of people around.

So, what happens is, if we look at the overall organization, we are trying to bring a lot of diversity and with diversity comes inclusion.

Therefore, when we hire these kinds of candidates, we need to be sure that they are aligned with the overall organizational strategies and they would be able to contribute to the organization with the skill sets that they bring in.

They need not mold into the organization, rather they contribute to the organization with the special abilities or skill sets that they have.

Well, “pay disparities” used to be a challenge that is resolved effectively now. And the organizations need to keep in mind that they create an environment where everybody is able to speak up and they feel empowered.

Well, technology helps a lot here in terms of ensuring that people feel safe at work. okay. They feel included at work and most importantly, they should get the support they need at the right time.

So, this does not apply only to the diverse candidates but all the candidates overall because when people are treated equally, the E in the DEI talks about equity. So, when all the candidates are treated equally, that is where diversity and inclusion will be a success. (Understood?)

Now, let’s talk about “virtual reality”.

If we understand virtual reality in simple words, then, it is basically a “computer-generated simulation in which a person can interact with the artificial 3-D environment with the help of special goggles, gloves with sensors”.

Now, virtual reality can be proved very helpful in the recruitment process. So, as I told you during the gamification, gone are those days when we used to take in-person interviews only. The future is going to be all about games, virtual reality, simulations etc.

So, overall, the “industries are looking to hire candidates with AR specific skills”. Hence, the person who has the skills of how augmented reality works is going to be in demand. Also, the candidates will get an experience where they will be put in an environment, and from there, they have to take certain decisions and based on that the selection process would move on. (I hope you are following)

With this, technological intervention comes to an end.

If you have any queries or comments, click the discussion button below the video and post there. This way, you will be able to connect to fellow learners and discuss the course. Also, Our Team will try to solve your queries.

 And I will see you very soon with a new topic.

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