Can non-living things learn? If you had asked this question to a room full of children in the early 1900s, you would have received an emphatic “no” as your answer. Fast forward to the present day, and the average 10-year-old will respond with a “yes”.

Artificial intelligence (AI) enables machines to learn (a skill previously considered to differentiate the living from the non-living). These machines can learn based on the patterns provided by large datasets to plan, reason, communicate and learn.

So, it is not surprising that AI is changing our economic landscape and, by extension, the landscape of the workplace. According to a PWC report, AI is already automating manual, repetitive tasks and could soon augment human decisions. The report further says that along the way, by 2030, it will add to global GDP more than the combined current output of China and India. This growth is expected to generate several good jobs and change the way jobs are now being done.

AI has extended its impact on how we recruit our workforce. As leaders, you will need to understand how AI will impact your workforce. You then need to transform your recruitment strategy to accommodate the potential impact of AI. For example, AI can automate much of your administrative processes, like billing, payroll and attendance tracking. Rather than recruiting for rule-based, routine tasks that require accuracy, you will start recruiting for creativity and complex problem solving. You will also see an increase in the use of AI to boost employee recruitment and retention.

Let us take a closer look at possible avenues where you can leverage the power of AI to revolutionise your recruitment process.

Chatbots to improve candidate engagement

Chatbots can be made available 24/7. This ensures timely responses to all your candidate queries. Through natural language processing, chatbots can understand and respond to your candidate’s questions, guide them through the application process and schedule interviews at their convenience while maintaining consistent positive communication. This elevates the candidates’ experience. Consistent communication from application to onboarding fosters trust in your employer brand and increases your offer acceptance rate.

Improved onboarding experience

AI automates workflows, offering a seamless onboarding experience for your new hire. It personalises your new hire’s learning path while providing continuous feedback and support. Thus, the new hires feel welcomed and empowered, allowing you to harness their skills from day one.

Enhanced ability to determine suitability

The facial recognition technology embedded in your AI-empowered recruitment tool detects and classifies emotions displayed by candidates during video interviews. AI algorithms can also analyse candidates’ posture, body language and gestures during these interviews. AI provides insights into candidates’ emotional intelligence, communication skills and suitability for specific roles. This enhances the efficiency, fairness and effectiveness of the hiring process while ensuring a positive candidate experience.

Predictive analytics for talent acquisition

AI’s ability to learn from data patterns allows it to analyse historical recruitment data. It then identifies patterns and correlations to predict which candidates are most likely to succeed in specific roles. These insights enable recruiters to proactively source, engage and retain top talent, reducing time-to-fill and turnover rates.

The benefits of AI in recruitment are numerous. It increases efficiency while providing significant cost savings. It eliminates the hiring team’s bias and improves the overall candidate experience. But as with any other new technology, you need to keep in mind the challenges involved when harnessing AI to revolutionise your recruitment process. Make sure to maintain an optimal balance between AI-enabled automation and human decision making. There will, of course, be data privacy concerns. Ensure that the processes you set in place will alleviate these concerns. And last, but not least, do not forget that AI is prone to algorithmic bias. Your systems and processes should be built with this in mind.

As the world adapts to AI and its many faces, the next decade or more is going to be interesting. Let’s enjoy the ride!

Resources

• elearningindustry.com
• pwc.co
• solulab.com

Candidate screening is one of the most important stages of the recruitment process. Nevertheless, it has been the proverbial Achilles heel for most recruiters. Take a look at these numbers, for instance. Out of 250 resumes received for an open position, nearly 220 are from unqualified candidates, which is a whopping 88%. Recruiters need to spend significant hours just filtering out qualified candidates before they can proceed with further hiring processes. Even though Applicant Tracking Systems (ATS) are used extensively, they still do not solve other problems associated with manual or semi-automated screening. For instance, quality of hire is not a guarantee even if you have a qualified candidate. Sometimes, resume formats may be rejected by the ATS since they do not “fit in” the generic format expected by the tool. Unconscious hiring bias can come into play when human recruiters screen resumes manually. Apart from that, much of manual screening involves recruiter’s expertise and experience, and making sure that hiring criteria are met.

Clearly, manual screening of candidates may result in qualified candidates getting filtered out due to inadvertent errors by humans. Automated candidate screening with artificial intelligence (AI) and machine learning (ML) can transform candidate screening in several ways.

How AI powers candidate screening

Automated screening tools that leverage AI or ML offer tremendous improvements to the candidate screening process.

• Parsing and keyword matching:

  Resume parsers can extract information from resumes and organise them into a structured format that is more useful. Resume parsers leverage deep learning and ML algorithms and natural language processing (NLP) to break down unstructured resumes into useful structured data. For example, resume parsers would be able to extract personal information, work experience, education and certifications from resumes. Unlike traditional parsing that was rule-based, resume parsers that are based on AI or ML are flexible and scalable. They can handle a wide variety of formats and are useful for high-volume recruitment. They can even understand the semantics, where they are able to determine the relevance of experience or skill for a specific job description.
  Similarly, AI-based keyword matching is contextual, which is unlike traditional keyword matching in ATS software. The ability to process natural language means that keyword matching is done in the context of candidate experience and the job posting, resulting in far more accurate and relevant results.

• Automated scheduling and workflows:

  Automated interview scheduling can save recruiters precious hours during the initial screening process. With the AI tool checking on interviewer and candidate dates and setting the interview at a mutually convenient time, recruiters are free to just do a final check and confirm the interview. AI-based software can scan thousands of databases and repositories for potential candidates who have been passive so far. Automated messages can be sent to such candidates, and they can further be engaged via chatbots or email.

• Talent assessments:

  With skill-based hiring taking the lead, talent assessments have become the de facto standard to evaluate candidate proficiency. AI-powered skills and behavioural assessments can save companies resources, time and money while giving candidates the flexibility to take the assessments at a time and place of their choice. With automated identity detection and online proctoring, there is the assurance of no unfair practices. Test scores can be calculated and sent to applicant tracking systems (ATS) in the recruitment workflow, thus ensuring that there is minimal manual intervention.

• Virtual interviews:

  Virtual interviews became common in post-pandemic times. They continue to be used, especially for initial candidate screening. AI adds a new dimension to virtual interviews. AI-based software can detect facial expressions, body language and speech patterns that can be further used to make data-driven decisions regarding candidate suitability for a profile.
  

There are several advantages to using AI in candidate screening. AI-based screening encourages diversity hiring since there is minimal human bias during the hiring process. With automated scheduling and virtual interviews, candidates can be easily accessed and assessed, which in turn leads to improved candidate engagement and a positive experience. By automating repetitive tasks, recruiters experience increased productivity and efficiency and can focus on other activities that require human intervention. The use of AI in candidate screening leads to data-driven decision-making rather than relying just on gut instinct. Predictive analytics can help determine the likelihood of candidate success, which will result in improved and more efficient hiring.

AI-driven candidate screening has the potential to transform recruitment. Companies must be mindful of ethical AI practices, maintain transparency with candidates and adhere to data privacy regulations. Companies also need to invest in continuous improvement to enhance the effectiveness of AI-driven automation and fine-tune the algorithms. By striking the right balance between automation and human oversight, companies can undoubtedly achieve excellence in talent acquisition.

The jobs, they are a-calling!

Recruitment is a full-time effort for growing companies as they seek to fill their open positions with talented individuals wh-o can contribute their time, energy and innovative ideas that fuel organisational growth. Artificial intelligence (AI) is transforming the world of recruitment by giving recruiters new, cutting-edge capabilities that help them hire the best candidates for open roles. From spotting cheating at interviews to new-age tools for better onboarding, AI is indeed a game changer.

There is an important aspect of recruitment that has been silently pervasive and difficult to root out to date: bias. Bias in recruitment, whether favourable or unfavourable, can mean that the wrong candidate lands up in a position at best. At worst, this insidious trait can hurt organisational growth in the long run.

Yet, bias is inescapable. All of us accumulate biases with every encounter we have with the world at large: biases about situations, people, backgrounds, cities, languages and cultures. We favour something in every instance, or we avoid something. This is because we are all too human.

This is where AI can be useful. Technologists and recruiters have particularly worked together to eliminate human bias during that all-important step of screening. Let’s explore how.

AI-powered resume screening software operates on predetermined criteria, such as specific skills, candidate diversity criteria or certifications, using keywords. Such screening is particularly useful when sifting through thousands or tens of thousands of resumes that land in inboxes from corporate career pages, job boards and college recruitment drives. It is manually impossible for a limited number of recruiters to sift through such numbers without letting biases in, such as recency bias. Even more pervasive are biases such as the similarity bias (where the candidate(s) exhibit some affinity to the recruiter), the gender bias or the halo effect (when some positive trait of the candidate overshadows everything else).

Consider statements such as:

• “The candidate is from XYZ College. He must be a good candidate!”
• “She is in her early twenties. Can she stick on in this job for a few years?”
• “There are so many candidates! Let me just pick the last twenty I reviewed.”

This can happen in the best of organisations, and AI can mitigate this in one fell swoop. Indeed, automated candidate screening is no longer just a fringe benefit: it is a mainstream feature that can turn into a competitive advantage for many companies!

In a nutshell, AI-powered screening can help the enterprise with value-based recruitment, a strategy that puts the right candidates in front of recruiters and hiring managers. Value-based recruitment is beneficial to the recruiting organisation in many ways: besides burnishing the employer brand, it also contributes to a peaceful environment at work and ensures that more engaged employees are at work, resulting in higher productivity.

What, then, about bias in the AI itself? The lack of transparency within the AI algorithm being deployed, and any resultant biases it brings into the process, has emerged as a significant challenge to hiring bodies. Here are some specific bias mitigation strategies HR leaders must employ:

1. Ensure your algorithms train on diverse and representative data.

   AI is only as good as its training data. If the data is skewed in any manner, the resultant algorithm will exhibit bias. HR leaders must tackle this from training data onward.

2. Perform regular audits and checks of the AI.

   AI is an adaptive technology that learns as it operates on new data. Regular checks on the algorithm and any necessary corrections are imperative to ensure no biases creep in over time.

3. Implement transparency in algorithms.

   AI cannot operate as a black box. The candidates whose data AI operates on must be given information on how it operates and what the logic is behind certain decisions. Otherwise, trust gets eroded and this can hurt the brand, besides opening up the possibility that the best candidates may not apply for the vacancies.

4. Provide adequate data privacy and security safeguards.

   It bears repetition—AI is only as good as its data. The data must be safeguarded. Sensitive candidate information must be handled confidentially. HR leaders must communicate the scope and purpose of any data collection to candidates and seek permission if necessary.

Not surprisingly, these very strategies form the bedrock of a fair recruitment and evaluation process that is enabled by AI. Crafting an effective recruitment strategy powered by AI from screening onwards takes time and effort. As discussed above, it is rooted in the pillars of representative data, security, transparency, audits and checks.

When done right, AI-based screening can allow your recruitment to fly, giving you speedy access to the best available talent for your open positions! Talk to HirePro, the new-age AI-powered recruitment platform, to understand our AI-based screening tools. As an ISO 27001-certified and GDPR-compliant organisation, HirePro’s technology is built around the pillars of fair technology-powered recruitment. Let’s make your hiring Fearless!

For most organisations, it is becoming more crucial than ever before to ensure a top candidate experience for those who are applying to the organisation. It is a known fact that candidates who have the right skill sets have plenty of job options to choose from. What generally tilts a company in favour of a particular candidate is the candidate experience.

So what exactly is candidate experience?

Candidate experience is how a prospective employee perceives the company’s brand throughout the hiring process, right from the job description to interviews to the onboarding stage. Does a candidate feel welcomed into an organisation? Is the onboarding process smooth and seamless? Are new employees made comfortable with the right mentors for guidance? All these factors and more are important to convince a candidate to not just join an organisation but also stay in the organisation long term.

Candidate experience is how a prospective employee perceives the company’s brand throughout the hiring process, right from the job description to interviews to the onboarding stage. Does a candidate feel welcomed into an organisation? Is the onboarding process smooth and seamless? Are new employees made comfortable with the right mentors for guidance? All these factors and more are important to convince a candidate to not just join an organisation but also stay in the organisation long term.

These days, companies are experimenting with chatbots and virtual assistants (VA) to see how they could help with the candidate experience. Chatbots and VAs help businesses save time and money while increasing the efficiency of the hiring process.

Chatbots and VAs are most often used interchangeably. However, they are quite distinct. Chatbots are software programmes that can simulate human-like conversation. They are built using NLP (Natural Language Processing) technology and ML (Machine Learning). VAs, on the other hand, help with the carrying out of daily tasks like the making of calls. They are AI-driven and their accuracy improves with time. Some of the well-known VAs that many of us have interacted with are Siri, Cortana, and Alexa.

Let us explore some of the areas where chatbots and VAs are making their presence felt!

1. Initial engagement and screening:

   Chatbots and VAs have the ability to ask relevant questions to candidates and screen resumes. We are all aware that one of the biggest challenges in recruitment is the unconscious bias that could creep in. Chatbots and VAs remove this bias by evaluating candidates objectively. Thus, all deserving candidates stand a fair chance of getting the job by showcasing their skills and experience!

2. Handling frequently asked questions and queries:

   Imagine a talent acquisition professional getting bombarded with questions and doubts from scores of candidates. To top it all, most candidates have the same doubts plaguing them. In such cases, it is a good option to use chatbots that can respond to these questions for the umpteenth time without getting flustered! Chatbots ensure consistency in responses to candidates. Their use also gives talent acquisition specialists the time to focus on more strategic tasks and initiatives without getting bogged down by answering routine queries.

3. Scheduling interviews:

   VAs can schedule interviews for prospective candidates by syncing the calendars of interviewers and candidates and finding suitable time slots. Even mails to the candidates regarding the time slots can be sent out by the VAs.

4. Collecting and analysing feedback:

   If you are keen to improve your hiring processes as an organisation, then taking the help of virtual assistants might just be the way to go! They are capable of sending out and collecting feedback forms after interviews. Not only that, they can even analyse vast amounts of data, detect trends and help HR managers to make informed hiring decisions.

5. Onboarding assistance:

   The time that a candidate takes to become an employee and join an organisation is most crucial. Organisations must ensure that the transition phase for the employee is smooth. There are several steps involved in the onboarding of candidates, right from document collection to reference checking to answering the queries that new hires might have. All these tasks and more can be efficiently taken up by VAs, reducing the possibility of manual errors and improving the candidate experience at the organisation.

6. Continuous engagement and talent nurturing:

   Employee surveys can be run with the help of VAs. The VAs are capable of understanding the learning and development needs of newly-hired employees and recommending relevant courses that they could take to improve their existing skill sets.
   

There’s no doubt that chatbots and VAs are making their presence felt in almost all areas of recruitment. They have the ability to deliver a level of personalisation that even humans might not be able to match. Their use is driving efficiency, impact and improved candidate experiences across all areas of recruitment. A Gartner survey revealed that 56% of HR leaders have admitted that their HR technology solutions and strategy do not match current and future business needs. For organisations that have not jumped onto the chatbot or VA bandwagon yet, it is certainly time to do so without further ado!

Going by global trends, there is no better time to adopt and highlight your diversity initiatives than now! Most of the talent you seek is from millennials and Gen Z, who are vocal about their preference for diversity in the workplace and how it’s a non-negotiable aspect of employment for them. As it happens, diversity is not only about attracting talent. It is the cornerstone of progress, innovation and inclusivity. In today’s interconnected world, where a global workforce is the norm and collaboration transcends boundaries, fostering a diverse workforce is not just an option; it is imperative for the success of an organisation. And what better way to bring home this point than to let the facts speak for themselves?

Here are some startling insights from a LinkedIn Learning article titled, Why Is Diversity and Inclusion Important?

• Companies that are in the top quartile for gender diversity have more than 25% possibilities of outperforming their peers financially.
  
• 87% of the time, diverse teams make better decisions.
• When considering job offers, 76% of employees and job seekers rated diversity as being important.
• 80% of respondents expressed a preference for companies that value DEI.

These findings from the LinkedIn survey make a strong business case for diversity. However, it is also true that not all companies can set and achieve their diversity goals as planned. Effectiveness depends on how organisations harness diversity to achieve their goals. And to harness it properly, organisations must shape the narratives early on, when people begin their careers. And where better to begin than at campus recruitment?

As we all know, despite all talk about the recession and the hiring slowdown, campus recruiting continues to be prominent in the hiring landscape today. It is still the go-to place for companies to find top talent that can help shape their future. Campus is where the seeds of future talent are sown, cultivated and harvested. It is easy to see why it is essential to interlink diversity and campus recruitment. If you want diversity in your workplace, especially in the C-suite, and improved financial performance, you must implement diversity in your campus hiring. Build it into your work culture and ensure that your leaders of tomorrow live and breathe your diversity mantra.

How can an organisation ensure that campus recruitment practices genuinely reflect the diversity espoused? The answers lie not in tokenism but in actionable strategies that help prioritise diversity in campus engagements.

Here is a rundown of the five best practices organisations can embrace to ensure diversity in campus hiring.

1. Ensure your brand becomes synonymous with diversity

   Diversity is not a one-time, do-it-forget-it kind of concept. You must own it, work at it and make it synonymous with your brand. It should reflect automatically in everything that your brand does. Start by evaluating your policies and tweaking them if necessary. Make sure that they adhere to your diversity needs and goals. Whether it is an ad or a social media post, let diversity honestly shine through; it should not come across as an add-on prop. It should be part and parcel of your employer brand.
   

   You must engage with the college audience through specific initiatives and campaigns. These could be online or offline, depending on the goals and needs. To indicate your commitment to diversity in all forms, let your brand’s messaging change across all channels. A key point to remember is that when the message comes from the top, it carries much weight. Therefore, include thought leadership messages on diversity as a regular fare. Flaunt your diversity achievements with pride through employee stories, videos, etc. Leave no stone unturned and highlight your diversity benefits, policies, ERGs and so on to convince career starters that yours is the diverse workplace that they are seeking.

2. Identify and map your diversity goals realistically

   Once you establish your employer brand as being diversity-friendly, the next step is to plan your yearly diversity hiring. To begin with, evaluate your talent needs and map them to your diversity goals; it will help you identify the kind of diversity you are seeking (women, LGBTQ+, PwD, etc.). The organisational needs and roles need to match these goals. The next step is to evaluate whether you can meet these goals through campus hiring and work on how to achieve them. Once you have clarity, you can formulate your hiring plan accordingly. It must include an end-to-end strategy encompassing the hiring team and specific policies and programmes like internships and mentorship. It must also include periodic reviews to tweak the hiring strategy and career development plans for those hired.

   Remember, you are dealing with digital natives. Therefore, your brand must impress them through digital hiring initiatives. Adopt AI-powered online hiring tools to make the process seamless, fast and convenient. Online hiring can also send a message about your commitment to unbiased selection. Your hiring process must convince the candidates that only talent matters and that there is no place for discrimination.
   
   While identifying campuses for hiring, strategise based on the kind of diversity you seek. For example, hiring from women’s colleges can help you increase the number of women in your organisation. For improving regional diversity, pick campuses from Tier 2 or Tier 3 cities. You may also collaborate with NGOs or campus groups for specific underrepresented communities or sponsor targeted campus events.

   Diversity goes hand-in-hand with inclusion. Therefore, ensure that your hiring events are accessible to everyone. One of the best ways to achieve this is by conducting online or remote hiring events. Include new-age assessments such as adaptive or multimodal assessments, which give everyone a fair chance to showcase their potential.

   To see how this translates into reality, dive into how we partnered with Axis Bank to combine all these strategies with stellar results to help them create a perpetual skills-based college recruitment programme.

3. Identify your team

   To implement your plans efficiently, you need a capable and committed team. Your campus hiring team must understand what it means to hire diverse people. They should walk the talk! Create a diverse team that showcases your intentions honestly so that the members become Suo Moto diversity ambassadors. Pick up talent as diverse as possible and meet your goals. Your team members must know that what they are doing is sowing the seeds of diversity and nurturing them into flourishing careers. The team must reflect this approach across all stages of the hiring process. Attention to detail must begin with the language in the JDs and percolate into email communication, interviews, internship discussions and offer letters. Draft every communication with the consideration that it appeals to the diverse set of people you are wooing.

   

   All your campus hiring engagements must help build a strong connect with campuses. The team must work with student associations to conduct suitable campus events. They must hit the ground at the beginning of the year and keep their eyes and ears open to know and capitalise on any campus buzz. They must not miss out on any opportunity to partake in or sponsor any campus event, technical or otherwise. They must be seen, felt and heard on the campus to make your employer brand easily recognisable. That is why the team is crucial. Build the team accordingly.

4. Formulate internship programmes for underrepresented groups

   Having specific internship programmes for the diverse groups you wish to hire is a great way to achieve your goals. Identify, visit or engage with specific educational institutions early on to set the ball rolling. Create internship programmes that suit and appeal to these groups. Highlight the benefits of these programmes. Showcase them as a jumpstart to their careers. Underline the milestones that they can achieve in a few years. Make it attractive to the target group and onboard the best diverse talent. Periodically, present their progress to others so that the next time around, the programme sells itself. Craft your internship-to-permanent-employee hiring programmes wisely to give them the required advantage.

5. Make DEI a key part of your campus engagement

   DEI is not seasonal, optional or something done to establish yourself as an equal-opportunity employer. Convey this message to the campuses through a few initiatives. Start DEI dialogues on campus and highlight why and what it means to you. For example, show that you care about LGBTQ+ rights, pay equity and so on. Talk about why you have unisex bathrooms or give people the freedom to choose their pronouns. Identify employee ambassadors from the diverse communities you wish to hire and let them do the job for you. Reach out through social media campaigns to start discussions around more initiatives. Plan mentorship and sponsorship to show that the success of these programmes matters to you. Run year-long programmes for engaging with the campus; let them not be seasonal happenings, confined to the placement season.

   When you have a good team, a well-crafted plan and carefully considered goals implemented with genuine intent and backed by periodic reviews, diversity in campus hiring will become par for the course. You will not need to strive to make it a reality.

   References:

   • learning.linkedin.com
   • peoplematters.in
   • cornerstoneondemand.com
   • untapped.io
   • linkedin.com
   • hirepro.in/resources
   • keka.com

The Covid-19 pandemic ushered in a new era of virtual recruitment. With restrictions of lockdown and social distancing, it was difficult for candidates to travel to physical venues for interviews and assessments. Hence, businesses began to look for methods that could overcome these challenges.
Technologies like cloud computing, RPA (Robotic Process Automation), AI (Artificial Intelligence) and more stepped in to facilitate virtual hiring. These technologies facilitated hiring candidates from any location, which helped businesses access a wider talent pool across geographies.

Virtual hiring platforms or recruitment software with customisable features have become extremely popular among recruiters. And, with good reason! 

Recruitment software automates several manual processes like application tracking, candidate screening, etc. This not only reduces the time to hire but also improves the accuracy of the process. Hiring platforms eliminate unconscious bias and make D&I hiring easier. AI-powered recruitment platforms analyse candidate data quickly and shortlist the best talent. AI algorithms can scan more data in less time and provide three times more candidates when compared with manual systems. Hiring platforms offer a centralised database that can be securely accessed by different stakeholders, ensuring seamless collaboration.

 Hiring platforms ensure the continuity of recruitment even during challenging times. A robust hiring platform streamlines the entire hiring process and optimises it to ensure that you can channelise your funds into recruiting the right candidates.

Today, there are a myriad of hiring platforms available to choose from.

Pointers for choosing a hiring platform:

• Define your recruitment goals
• Allocate a budget
  
• Conduct market research to identify the available platforms
  
• Study the features and functionalities of different platforms
  
• Assess the capabilities of the technologies deployed in the software
• Evaluate the cost and pricing structure
• Assess the support services offered by the vendor
• Ask your vendor about their data security practices
• Request for a demo

Comparing different platforms based on the above criteria will make it easier for you to choose the best recruitment platform for your business.

HirePro is a leading name in the arena of recruitment software!

HirePro: Overview

HirePro is an AI-powered hiring platform that facilitates fast, intelligent and high-volume hiring. Our platform automates workflows across functions on a single, unified platform. We help our clients hire top talent and build exceptional teams.

Features of the platform:

• Fraud-free hiring
• Assured quality of hire
• Reduced cost per hire
• Minimised time per hire
  
• Intuitive workflows that offer a great candidate and recruiter experience

Our AI-based platform performs the end-to-end talent management process. It automates all the hiring functions like sourcing, screening, assessing, interviewing, selection and onboarding of the best talent, to facilitate virtual hiring. It offers standardised assessments and can be customised to build assessments according to specific roles, functional domains or expertise levels. It leverages voice and face recognition technologies for detection during candidate assessments to prevent fraud and cheating.
HirePro offers interview services that eliminate biases and assess candidates for company-wide suitability, in addition to project-specific or role-specific hiring. It has a panel of experts who conduct interviews and provide feedback to the hiring teams. It facilitates a high volume of interviews with automated ID verification to prevent impersonation.

A digitised candidate onboarding process offers a great candidate experience. It is suitable for both campus and lateral hiring.
This innovative hiring platform converts the 60-day recruitment cycle to an on-demand hiring process.

We are a secure platform that is ISO 27001 certified and GDPR compliant.

What is ISO 27001 certification?

ISO 27001 is the world’s best-known standard for Information Security Management Systems (ISMS).

With rising instances of cybercrimes, it becomes imperative to establish security standards that help manage cyber risks. ISO 27001 helps organisations become aware of cyber risks and take proactive steps to identify and address their weaknesses, thereby facilitating prevention of cyber crimes.

ISO 27001 whets people, policies and technologies to provide a comprehensive security system to manage information. The standards established by ISO 27001 guide businesses in establishing, executing, maintaining and continually enhancing the security management of their information systems.

ISO 27001 certification is awarded to businesses that have established a standardised system to manage risks pertaining to the security of data owned or managed by the organisation. An ISO 27001-certified company adheres to all the best practices and principles defined in the International Standard.

Why does a business require GDPR compliance?

GDPR is an acronym for General Data Processing Regulation. This regulation was established by the EU (European Union) to direct organisations on how to process the personal data of EU citizens and residents and protect their data. Since personal data may be available to different organisations across the globe, GDPR applies to both EU and non-EU countries.

GDPR has been established to address data privacy concerns. GDPR compliance is mandatory for all organisations that are either located in the EU or conduct business-related transactions with the residents of the EU. Non-compliance with GDPR for these entities can result in companies having to pay heavy fines.

A GDPR-compliant firm establishes standardised security practices in its day-to-day operations. GDPR-compliant organisations can provide assurance to their clients that their data is managed with high-security standards and is safe. This not only helps build the trust of customers but also helps the brand build a reputation as a trustworthy business that cares about the data privacy of its customers.

Why ISO 27001 certification and GDPR compliance are important when choosing a hiring platform

Hiring platforms process large volumes of candidate data and the security of the personal data of candidates is important. In a survey, it was found that 80% of candidates expressed concern about the security of the personal information that they had shared during the hiring process.

Although technology has revolutionised how traditional recruitment functions, it has also raised concerns regarding data privacy and security. AI-based hiring platforms are vulnerable to data breaches that compromise sensitive candidate data. Cyber breaches like identity theft, unauthorised access, etc., have become common while recruiting through hiring platforms.

These are some reasons why businesses are prioritising data privacy and deploying stringent security measures.

Features of a secure hiring platform:

• It implements robust encryption protocols to secure candidate data when it is stored or transmitted. Encryption prevents unauthorised access and protects it against breaches.
• In secure software, system access is restricted according to user-based roles. In other words, only authorised personnel can view, modify or manage specific sections of candidate data. Restricted access reduces the risk of data misuse.
  
• The recruitment software is continuously monitored to address vulnerabilities. This protects the software against cyber attacks.
  
• Integration of the security software with third-party verification services boosts the security of the recruitment software. This ensures that the candidate information is verified and validated, thereby minimising the probability of fraudulent or inaccurate data making its way into the system.
  

Besides these, here are certain practices that businesses could follow in their day-to-day operations to ensure the safety of their data:

• They can take steps to educate their staff on data security principles.
• To reduce the risk of unauthorised access, they should use strong password policies and two-factor authentication.
• To keep the recruitment software resilient against emerging threats and address vulnerabilities, it should be updated and enhanced regularly.
• Physical security measures like restricted access to servers and data centres shield critical infrastructure from being tampered with and improve data security.

ISO 27001 certification and GDPR compliance for a business indicate that the business is committed to data security. It ensures that the recruitment software it provides conforms to the recognised benchmarks of data security.

Conclusion

HirePro is a recruitment software that is ISO 27001 certified and GDPR compliant. Hence, when you choose HirePro recruitment solutions, you can rest assured that we are following data security practices that safeguard the privacy of candidate data. We provide robust AI-based recruitment solutions that follow standardised data security practices to protect the privacy of confidential information shared by candidates. The HirePro platform not only streamlines the hiring process and boosts its efficiency but also helps you establish yourself as a trustworthy brand that ensures the safety of candidate data. This will help to attract top talent and offer a great candidate experience.

References:

• beapplied.com
• iso.org
• hono.ai