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The Recruitment Process can be tricky and intricate. However identifying and sorting the exact necessities and priorities can help things fall in place. Further, Artificial Intelligence is emerging as a tool disrupting the recruitment sector.
1. Hiring Time –
An opening in a company is akin to an ion, its potential holds creative and transformative promise but the very same vacancy makes it unstable and prone to mismatch and aberration. Longstanding openings become a liability and once hiring starts seeming like a burden, prompting moves of desperation, there's no going back to the steep growth curve. Hence, hiring should be farsighted, preceding growth, proliferation, and expansion not following it. It is important to switch to an anticipate-need model from an act-when-need-arise-model in order to have sustained, unbridled growth. Fulfillment and growth must go hand-in-hand lest one lose out momentary yet vital opportunities in the light-speed competition. It is vital to survey, scout, secure, and harness the right human capital at the right time. Needs evolve just like opportunities and lest the lack of timely human resource input check its compounding growth, any human resource procurement operation of a venture ought to work in the near future. Foresight is essential for talent acquisition of all business inputs, given its complexity and dynamic nature.
AI algorithms can crunch millions of combinations in a matter of minutes, machine learning algorithms can rummage through databases of millions of candidates to find just the right match and close the hiring. Further, they can stop short of making the selection for you, presenting you with a conveniently-condensed overview of all promising hiring opportunities, leaving it to your experienced faculties to make an informed choice. This mechanical perfection takes indecisiveness out of recruitment pipelines, guaranteeing swift closures.
2. Hiring Accuracy and Candidate Suitability & Genuinity –
The cost of a bad hire can be upto a third of the employee's first year earnings. A bad hire creates trouble for four parties at once - the recruiter, the recruited, the fitting one who wasn't selected, and the imminent future replacement who shall have to undo and redo whatever their incompetent or incompatible predecessor erred at.
Hiring should be an exercise of exactness, a veritable lock-and-key mechanism, coming in symbiotic sync to yield synergy of mutualistic growth. However, recruitment processes suffer washback effects once their methods get known and from resumes to interviews, pretense adulterates merit and deservance. Approaches to interview turn inside-out to outside-in and candidates start to feign being what is desired rather than look for places where they're desired and needed or atleast become what is desired or needed. The need of the hour is to foster a stimulating environment where jobs are seen as a source of fulfilment, meaningful change making, and productivity maximization rather than civic necessities or sustenance burdens. Recruitment needs to encourage candidates to pursue the exact intersection of their interests, aptitude, merit, ambition, and passion. Further, recruiters need to devise methods that can see through pretext, guise, and imitation identify true potential, placing a higher value on originality, sincerity, ingenuity, and innovation.
Machine Learning can help analyse subconscious aspects of a candidate's behaviour, as human beings we're constantly exuding subtle, unintended conveyances of our true will, intentions, and motivations, in spite of our conscious efforts to mask them. Such tiny marks are difficult to read and easy to miss by anyone untrained specifically in physyopsychiatric analysis. It is foolhardy to expect this to be a reasonable skill possessed by already overworked HRMs. AI machines can pick such cues and indicators, many of which are lost on the human eyes, and make accurate predictive suggestions, within the blink of an eye. Although the use of Facial and Gesture Recognition technology in confidence and nervousness analysis is still a bit farfetched, video resumes can go a long way in easing the work of HRs through manual visual scrutiny, offering a chance to analyse nonverbal aspects of a candidates communication and behaviour, as well as their meticulousness with fine details. The use of AI can streamline all stages of suitability ascertainment including skill-testing, awareness-testing, candidate credential verification, certificate verification, and authentication, creating a seamless, stress-free, reassured affirmative hiring experience, where you can be sure of getting exactly what you bargained for.
3. Candidate Skill, Training, and Experience –
A relevant and comprehensive assessment of candidate's skill and multidimensional proficiencies, both the common essentials (verbal, statistical & data interpretative, critical logical, and quantitative abilities) as well as of specific industry and job role-pertinent skills constitutes the core of hiring efficiency. Lack or indiscrimination of matchmaking filters result in indeterminacy and employer-employee strain in the long-term and in severe cases may fester to the point of needing layoffs, hampering the company's image.
It is necessary for the hire to possess the knowhow and background to ensure that they don't become a training liability upon the company. The training and experience route pursued by the candidate must exhibit an ever-so delicate balance of consistency and curiosity. A candidate's profile must reflect motivation, passion, drive, and willingness to pursue a career path without wavering while still exploring diverse fronts, without even temporarily compromising on either.
It is thus vital that candidates are carefully screened and the recruits are well-versed, well-prepared, firm-rooted, and receptive to specialist training.
AI can help on this front as well, using advanced adaptive tests equipped with smart, automated proctoring, fraud detection, statistical standardization & normalization, and question randomization techniques that ensure a fool-proof, fair and just delivery of the testing process to each individual, securely and surely, also removing barriers of distance and physical limitations.
4. Candidate Psychometrics (EQ, Critical Thinking, and Personal Aptitude indices) –
Measurement is the key to good fit. Ascertaining a candidate's psychological disposition is as important as assessing their critical thinking ability, problem solving skills, and area-specific knowhow. One's inclination, thoughtfulness, mindfulness, awareness, attention, social skills, teamwork compatibility, behavioural poise, emotional tenacity, competence, and steadfastness, nice-adaptability, and holistic interpersonal interaction skills (including but not limited to communication and soft skills) are all crucial to assess to minimise quitting rates and consequently expenditure on wasted training. Extensive Psychological assessments and accordant conditioning can build future managers right from the assorted group of trainees themselves, with high retention and subsequent conversion rates, ultimately translating to expansive growth. Today, AI-powered standardised, modularised, comprehensive psychometric testing can provide a holistic or customised analysis of a candidate, yielding explicit and implicit insights about their aptitude depending on the employer’s needs, enabling the latter to forecast their career trajectory.
5. Hiring Fairness, Transparency, and Perception policy –
The transparency, well-definition, and systematism of the hiring process is an important part of a company’s public perception and repute. Having an organised and well-oiled recruitment process not only attracts the best of talents and imbibes trust in placement coordinators but also creates or reinforces a positive brand image for the company, especially by means of word of mouth. It is natural for someone, layman and jobseeker alike, to assume that if a company is diligent and conscientious enough to invest consideration towards ensuring fairness and transparency in its recruitment process, it is driven by ethics, virtues, and sincerity. A recruiters’ ethic and commitment to inclusivity, diversity, and should be reflected everywhere, recruitment being no exception. From members of target consumer groups and potential client bases to prospective employees, the buzz that a firm's hiring process creates, greatly contributes to its attention-attraction and popular recognition. Many promising startups have been able to draw attention to them, a sort of free promotion, through exciting job offerings and an engaging and involving recruitment flow. A company also ought to reiterate its commitment to the community by enforcing a no-discrimination policy and upholding the provision of equal opportunities in all its functions. To this end, it is important for recruitment to be progressive, for it is the preparation for the future. Machines can help. AI algorithms are not only largely free of intrinsic biases but can also revise and correct themselves as well as detect and identify biases in humans, candidates and recruiters alike. A largely automated process is smooth, streamlined, and convenient for both sides and lessens the incidence of errors. With such a neutral, mechanised arrangement, there are likely to be fewer grievances and allegations of unfair treatment or foul play. It would make the process efficient, dependable, and universally unique.
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July 10, 2021 by biofie content team
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