How Growth of AI Impacts HR And Recruitment?

AI Recruitment Software

The concept of Artificial Intelligence (AI) is on the rise and is in high demand these days. In fact, many times we asked ourselves,  “could our job will be taken by the robot?” Isn’t it? Frankly speaking, last night I had a bad dream.  I saw when I reached the office,  my boss introduce me to a newly purchased Robot and said, Mr. We don’t need you anymore, we hired this Robot in place of you. It is fully automatic and understands things better than you. And the best part is, it will never ask me for a leave. So, you are fired!

Huff! what a nightmare. I got up from bed in fear.

Well, this is not going to happen. Do you know why? Because emotions, feelings and a sense of self-understanding is something that these AI robots can’t compete with us. So, human will be needed always especially when it comes to recruitment.

According to a report, 70 percent of recruiters find it is more easy for them to hire candidates if they have more driven-data and the advancement in technology and AI is a perfect solution to this need. Lets’ s see what are the roles of AI in recruitment and how it will help both recruiters and candidates.

  • It helps in reaching more potential candidates: Reaching potential candidates is just like climbing Mt. Everest- very difficult. Thanks to AI, it helps recruiters to gather all the required information about the candidates. There are a lot of tools which gather candidates information by driving data from their social profiles. Additionally, the driven-data is first-party data that is real and reliable.
  • It helps candidates to find better opportunities: The process of searching and applying for a job is very long. Candidates have to wait for a response from recruiters and this may take a long time. There are several AI based services available where candidates can register themselves and get calls from reputed organizations.
  • It will help businesses to keep track of employees behavior: It is always great to know how well your employees behave in the office. It is an important point that needs to be monitor regularly. AI helps employers to keep a record of employees behavior and patterns. There is such a tool by Humantelligence that helps recruiters to know the there social behavior of the candidates.

So, friends, these are some of the ways by which AI is impacting recruiting world. But again, it is not going to take over your job. They are human, that is the biggest advantage for us! 🙂

Artificial Intelligence(AI) & Human resources

Human Resource

The Artificial Intelligence(AI) technology helps the HR to place people in jobs rather than make them redundant. The concept is though scary for few people as they believe after watching some fiction movies that AI would take over the human race. The idea to bring AI in Human Resource is not to replace humans from their job but to give them a tool to help them achieve their goals faster and with more accuracy.

AI is beneficial to the HR in a lot of ways. We will discuss a few out here for our better understanding:

  • Talent Requisition: There is a lot of stress on the HR team and leadership to evaluate a lot of data and then select the most eligible candidates for the requirement. When AI is used in such situations the time and effort are saved to a large extent. A talent requisition software can read, scan and evaluate the candidates and almost immediately analyze and give out the list of eligible hires. This process helps the HR team focus now on a smaller group rather than go through the humungous task of evaluating each candidate themselves.

 

  •   Orientation: A major concern for the HR team after selecting and getting the candidates onboard is that how they can be physically available for every query that a candidate might have. The employees might feel lost and left out when they enter a new organization and have no one to talk to, to understand the office policies and work ethics and values. The AI can handle such situations as a piece of cake and the new hires would also not feel left out.

 

  • Tutelage (Process Training): Mostly companies keep updating their software’s for the employees but the problem arises when all of them have to learn it together. There are different situations which can affect this training like an employee being absent that day due to which he needs to reschedule the training for the next time, in such scenarios it is difficult for the HR to keep a track of each individual and reschedule the session. AI eliminates many levels of hindrances and can successfully plan and coordinate the training session successfully.

 

  •  Analysis Report: All companies follow an annual performance analysis report which helps in promotions of the employees. The AI can help in this situation as it would keep a track of the performance all year long which would make the task easier in the end. The question of being biased doesn’t arise as it might happen if a human is handling this process. The big question is to be able to analyze the productivity of an employee and the AI monitors their behavior and indicates their performance areas.

 

  •    Retain: Attrition is a major concern in all companies and after a person quits the place the company incurs a huge loss as they have spent a good amount on hiring, training, transport, infrastructure etc. Though the solution to this occurrence is AI as it can analyze and predict the requirements of the members and prepare a detailed report regarding the same. Hence, giving the HR time to discuss the individuals’ dissatisfaction towards work and be proactive and solve the problem even before it eventuates.

 

  •  Conclusion: We need to include technology if we want to improve and enhance the skills of the employees and help our organization grow faster.

“Warp speed developments in technology – automation, artificial intelligence, and the arrival of the sharing economy – are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.” (Alain Dehaze)

 

 

 

Recruitment process – Hire the desirable

recruitment process

First and & the foremost thing that we need to make sure is that HR team of the company knows what type of candidates are they looking for and with what qualities and qualification.

Recruitment is one of the steps in the hiring process, companies use to recruit and hire new employees. Though it looks like a simple task, there are many criteria’s to it. The hiring team needs to have skills to help them identify the potential candidates who believe in the same work ethics as the company. Though it is difficult to assess such qualities in one interview still we can get an idea regarding the same by asking the right questions to the candidate. The HR team needs to find the salary ‘sweet spot’, which could retain an employee in terms of the package that the candidate is looking for. Most of the companies have referral schemes for their employees as it helps in cost cutting and they get incentives for getting the hirable candidates.

The company needs to focus on their leadership so that no employee leaves the company due to the bad behavior of their bosses. The number one reason employees leave jobs is not money; it’s poor treatment by their immediate manager. We need good managers in the upper branches of our corporate structure, so we hire or promote those who are good individual producers. People stay where they feel valued and where they can witness the fruits of their labor making a meaningful and measurable difference. We must listen to our employees, their ideas, their concerns and act upon them. Recognition doesn’t cost a thing, our employees do deserve our time and attention. Time is the greatest investment we make in our employees. There is great value in putting down our cell phones to hear them out and acknowledge them face to face.

There are many steps involved in hiring a millennial. Some of them are as follows:

  1. A company uses a lot of mediums to hire a candidate such as recruiters, newspapers, advertisements, employee referrals etc.
  2. The hiring team then shortlists the millennia’s depending on the recruitment requirement.
  3. The candidates are hired on a full time or part-time basis.
  4. Once the team shortlists the candidates the interview process starts.

In today’s era where technology plays such an important role a company should use the best technologies to help their hiring team perform to their highest and best capacity.

Technology and software do not only save time but are a huge factor in cost-cutting which is an important task for all the companies across all borders.

” If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe in what you believe, they will work for you with blood and sweat and tears.” (Simon Sinek)

 

 

 

 

 

 

 

Hello, My Name is- Bad Hire!

Today, when I reached the office, and turn on my laptop for work, I found something interesting. No, it was not Christmas wishes. It was a pop-up with a smiling emoji along with a note’ “Hello you, my name is Bad Hire”. I got stuck and for the next five minutes, I was in deep thought thinking about what it was. ‘A bad hire’ what was it really mean? After a little research, I got the answer.

Well, the answer was quite shocking. The pop-up actually was a warning about the bad hiring I had made. This was something which makes me think what were the reasons and why I hired some bad guys in my company. When I do a little more research on this I felt relaxed because I was not alone on the boat. According to research, 74 percent of employers have hired wrong candidates for a position.

Now the question is, what are the reasons behind it? What makes it for a bad hiring? Here I would like to explain some of the reasons for that shocking message.

Reason #1: I only focused on skills, not on attitude

This was one of the greatest mistakes I was making. I always checked candidates who possessed great skills and knowledge. For me, this was the first and foremost priority. But later, I came to know there is a more important factor apart from skills and that is the candidate’s attitude. No matter, how good he/she is in a job if one possess a bad attitude then the knowledge is of no use. In simple words, attitude and behavior of the candidates’ matters a lot.

Analyzing technical skills and knowledge while interviewing candidate is easy but knowing his attitude and behavior is very difficult. And perhaps, this was the reason why I always missed to check a candidate’s attitude. I know,  you are eager to know what makes it possible for me to troubleshoot this problem. Let me explain,  there is a tool called self-assessment tool which makes it possible. I hope few of you are already aware of it. It is an AI-based pre-assessment tool which gives recruiters complete insights of candidates by analyzing their skills, behavior, and work-ethics before calling them for an interview. Isn’t it great to know about candidates before interviewing them? Definitely, it is.

Reason #2: The candidate lied about his talent

This was another reason why I failed in good hiring. I believed in what candidates’ resume says. I never tried to analyze the truth. Well, not everyone is going to be honest while compiling a resume. There is a lot of lies in it. Before going to call them for an interview, take some time and verify the information they have mentioned in the resume. Make sure they are as qualified as their resumes reflect. Verify their college, address, professional certifications and everything which is possible.

Reason #3: I forget about social media

Social media has a great power. Apart from making social connections,  it helps you to build your marketing strategies and carry your business in forwarding path (if use it wisely). Now you are thinking, Okay! it is good to know social media helps in building a business but how it will help me in hiring good candidates, right?  It can tell you lot about the candidates if you check their profiles. Many big companies are doing this, they check candidates’ connections, what they are posting and sharing etc. and based on this research they make a report of a candidate. This is a great way to know about the candidates’ nature, attitude, and their thoughts on different matters. Believe me, it is really an interesting way of analyzing candidates.

Reason #4: I hired friends and family

It is good to promote your friends and family members but at the same time, it will cost you a lot. During the struggling days of my business, I need help and support and I reflexively hired my friends and cousins. I also gave them respective positions regardless of their qualification. This was the beginning of my bad hiring.  But it was too late when I understood the things. I am not saying hiring friends and known ones is a bad practice but only hire them if they possess the required skills. Otherwise, say a ‘Big No” to them. Let them make their face it doesn’t matter, after all, it is your business, it is you who has to suffer.

So, friends, this is my story and I don’t want anyone to face the same situation I faced. Always try to hire the best. Analyze their skills and knowledge and at the same time their attitude and behavior. Always remember, you can improve candidates’ skill but changing their attitude is very difficult.  Saves yourself from a cheering pop up from a ‘Bad Hire’.

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