Artificial Intelligence (AI) refers to the simulation of human intelligence, where aspects such as cognition and cerebral abilities are programmed into machines. Today, we witness the large-scale adoption and integration of AI in domains of process management, organisational tasks, health care, finance, data security, education, and others. The algorithms used in AI utilize real-time inputs, analyse data and provide instant results. It finds a premise in three fundamental concepts – machine learning, deep learning and neural networks. In the information-age, data is intellectual property and Al capitalizes on it. When one has the best data, amplifying it with AI yields successful outcomes.
Human Resource technologies have adopted AI in facilitating recruitment, employee engagement, performance management, workforce management, and processes alike. Sourcing from an ambitious talent pool necessitates the use of strategies that increase productivity and efficiency in hiring processes. Millennials use a variety of social networks to advance their careers and apply for employment. As reported by the USA Today, McDonald’s had 250,000 positions to fill in the summer and they used Snapchat to attract Millennials into saying “I’m lovin’ it!” with their hiring process. Applicants applied with Snaplications, 10-second video submissions where applicants explain what makes them the perfect fit for the job. Similarly, At Havas Chicago, interns have been brought on to work through Social media. Jason M. Peterson, CCO of Havas Worldwide, credits social media contests on platforms like Snapchat and Instagram for finding great interns who understand the importance of creating “insta-content.” Therefore, keeping an eye out on these social networks might well be worth the effort.
It is not just millennials whose lives are dominated by upcoming technology, those who want to hire them have been keeping up too. In fact, a survey conducted by Gartner reported that 23 percent of organizations that had adopted AI, were utilizing it in recruiting. AI, machine learning, and data analytics are powerful tools that help assess the skills and abilities of candidates for better decisions.
- Predictive analytical models are capable of identifying stronger candidates over the conventional recruitment processes. AI tools based on such models offer a pool of candidates helping the recruiter scout the right candidates.
- Talent assessment platforms help assess and evaluate the cognitive abilities, skills, as well as specific behavioural qualities of prospective candidates on campus.
- Recruitment analytics offers a wider scope for on-campus recruitment. It involves parameters arrived at through customised assessments for every different role and ensures filtering candidates with desired skill-sets.
- More advanced tools like video-based assessment, psychometric tests, integrated in the process, can ensure better outcomes through a 360-degree view of the candidates. This helps filter and take forward candidates into induction and employment thereafter.
Institutions globally are adopting automation to drive value. According to the McKinsey Automation Survey Report in 2018, 57 percent of 1,300 institutions have already started leveraging automation and another 18 percent are projected to do so in the coming years.
Automation can have the students for the candidature and placement department in the process flow of filling in applications, generating candidature codes, assessment dates scheduled and subsequently tag them to automated processes of assessment.
An applicant tracking system (ATS) is a software application that facilitates the electronic handling of recruitment and hiring needs. ATS automate multiple HR processes like:
- Job Posting
- Resume screening
- Pre-interview testing
- Interview Planning
- Interview Evaluation
The challenges include the delay and reluctance to shift to automation in AI. The implications are loss of employment opportunities in HR domains. Other factors are internet infrastructure on campuses, students’ access to devices, digital literacy, regional inconsistencies and non-uniformity in the spread of factors considered.
Under the given circumstances and the unevenness attributed to various factors of adoption – the transition phase from manual to automation seems rather difficult. But with growing competition – the skill-sets of resourceful candidates remain in the market for a limited period. AI helps plug gaps in high volume recruitment processes, amplifies efficiency in quality candidature and capitalises on the relevant parameters that are heavily data-driven. HirePro’s Campus ATS, powered by AI offers a seamless transition and adoption with end-to-end process automation, remote automation with speed and accuracy, superior candidate experience, virtual onboarding, detailed analytics, security, and compliance.