Big data, machine learning and artificial intelligence has transformed the nature of several industries; which now raises the question how will AI affect the future of recruitment? Whilst finding the right talent is critical for business success, it can also be an ongoing challenge for businesses. We explore how AI will improve recruitment efficiency and effectiveness:
The online browsing activity of candidates through cookies provides hiring managers the ability to track various web pages visited and to place highly targeted ads in front of the right candidates at exactly the right time, which expands target reach beyond the local talent pool. Some online job platforms such as LinkedIn use targeted data approach in their existing offering, so that they can take advantage of this when seeking candidates.
The future of AI will allow hiring managers to view more than a candidate’s job history to not only recommend jobs based on their current role, but also what they might like to do in the future. Candidate profiling will show that if a candidate has spent the last 12 months up skilling in a certain space and is interested in a particular area, that the candidate is a fit for other roles. This could be helpful in hard to fill roles where a candidate has plenty of experience in one area but has an interest and could learn the required skills for the new role.
To prepare for the future hiring managers should keep informed on what the future of AI holds within recruitment and how AI tools can enhance existing processes.
Whilst CV screening is already common practice across organisations, the future of screening will allow hiring managers to find prospective candidates with similar skills to existing hires that have proven talented in the past.
CVs can be screened for keywords and their meaning, predicting patterns that if a prospective candidate has used a different term to describe what they do, the software will be clever enough to interpret it. Hiring managers can use this data to efficiently find those best suited for the job.
Advanced competency tests can now recognise a number of emotional and cognitive traits a candidate may have. Game based competencies are a way for hiring managers to test for soft skills that can be difficult to detect and to also assess a candidate’s willingness to take risks. Examples of such tests include, How quickly can information be processed? Can the any patterns be identified? Can the candidate plan their actions properly? By understanding the results, hiring managers can place the candidate in the best suited role.
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