How Has Artificial Intelligence Impacted Talent Acquisition?
Artificial Intelligence has made an impact in the business world. HR professionals have used Artificial Intelligence to improve their talent acquisition process and ease one of the process’s most challenging parts. According to them, talent acquisition is an important area where AI had made an impact.
52% of HR professionals have said that identifying the right talent for their company is challenging. Other answers have indicated that 56% said their talent-hiring volume might increase this year, while another 66% say that their teams will stay the same or contract.
But how has Artificial Intelligence boosted Talent Acquisition?
Human Resource leaders have found that they can do a lot more with the resources available to them, making Artificial Intelligence intuitive to their business. Hilton used Artificial Intelligence in talent acquisition to evaluate candidates and found that their hiring rate improved by 40%, the time to fill vacant positions has decreased by 90%.
There are many more examples like it. There is an interest in utilizing Artificial Intelligence-based tools for recruiting, but many companies do not know the full extent of their capabilities. Here are ways companies can use Artificial Intelligence for talent acquisition.
Artificial Intelligence can predict the job markets
Artificial Intelligence-based tools can give relevant predictions in the market for various job positions putting organizations at an advantage. It gives them insights into the available talent in the market for different needs, like predicting candidates for specific job types, experience levels, or locations, bringing relevancy to hiring.
Artificial Intelligence can automate communication
Candidates start conversations with companies with an interest in working with them. 58% of the candidates say their perception of a company turned negative because they did not hear back from the company.
Implementation of chatbots in the recruiting process can assist applicants in real-time about the stage of their candidature, improving the organization’s image. It can also provide clarity with the recruiting process.
Artificial Intelligence can pre-screen candidates
HR professionals can use Artificial Intelligence to screen candidates. Despite receiving many resumes whenever a job opening is made known, Artificial Intelligence-driven assessments can find potential candidates from the large pool in lesser time than humans.
AI can investigate the existing database to learn which candidates could become more successful based on factors like experience, performance, tenure, etc., automating the recruitment process.
Artificial Intelligence can screen social media
While screening a resume is an essential aspect of the interview process, social media has become vital to screening. Artificial Intelligence-based tools can scan social media applications to surface passive candidates that fit into the job description perfectly.
Artificial Intelligence makes interviews intuitive and onboarding easy
Artificial Intelligence software can analyse candidates based on parameters that are often overlooked by human interviewers. Some of these parameters include speech patterns, facial expressions, choice of words, etc.
Artificial Intelligence can show its magic even after the candidate has joined the organization. New candidates generally have questions regarding leave policy, insurance policy, and rules of engagement in office.
An Artificial Intelligence system can provide employees with answers to their queries. Organizations must create an online resource and help employees find solutions relevant to their questions.
To conclude, many companies have found AI-assisted systems to improve their screening and interview process and discover the right candidate. It has helped recruit the most acceptable candidates for positions and enhance the organization’s image.
Draup for Talent is an Artificial Intelligence-based platform that provides in-depth knowledge on the talent ecosystem, and it can assist organizations with workforce planning, recruitment, and reskilling of candidates.
