What does this mean for recruiting?

When applicant tracking systems (ATS) barged into the recruiting landscape, it changed the game. It impacted not only the ease with which recruiters could both access and filter data, but also the candidates – with many adapting resume optimization techniques akin to those used in search engine optimization. Recruiters leveraged this technology to make their jobs faster, better, and easier even.

Today, the game stands at the precipice of a seismic change once more – the dominant theme in the Human Resource Ecosystem being Artificial Intelligence (AI).

Sourcing. Screening. Ranking. Matching. One AI Solution.

AI technology is designed to automate some parts of the talent acquisition workflow, especially high-volume or repetitive tasks, but it doesn’t merely linger within administrative tasks. New-generation technology is also touted to eventually generate insights that recruiters wouldn’t normally manage to think of alone via machine learning.

When it comes to sourcing, for example, talent acquisition leaders find common ground in the struggle of their recruiters’ ability to attract qualified candidates in the least possible time.

The existence of AI technology remedies that to a significant degree, utilizing digital footprints in the form of professional portfolios, social media profiles, or resumes even to find passive candidates that align best to your specified job requirements, in a mere fraction of the time of what was earlier done without the use of such technologies.

This extends to resume screening, also – a high-volume task regardless of industry. Intelligent screening is a process that adds machine learning to the ATS functionality, which then utilizes data such as performance, tenure, and turnover rates to recommend candidates in accordance with open-position requirements.

Outdated resumes sitting in the ATS are no longer an issue also; a result of continuous updation by companies in the BI and data analytics.

In 2017, LinkedIn reported recruiters ignored 65% of the resumes received for high-volume roles. This indicated algorithmic flaws in the ATS system of old. Automated Screening moved to not merely screen resumes to find best matches but rank them based on the open role requirement.

This reduced time-to-hire along with a heavy uptick in the quality of candidates. More importantly, it improved candidate experience by allowing recruiters a chance to instantly engage with the most qualified candidates, close rejected candidatures, and maintain contact for future requirements.

Software for Intelligent Screening that serves to automate the resume screening process now represents a massive opportunity for recruiters – a culmination of how it merely integrates with existing applicant tracking systems, leaving candidate workflows untouched and with operational functionalities that require minimal IT support.

But What About Matching?

While initially human intensive, matching algorithms have evolved to analyze multiple sources of data including skills, salary preferences, and personality traits even to assess candidates against open requirements.

Experts predict that AI and its multifaceted functionality is poised to transform the recruiter role; from being administratively stressed or occupied to becoming more strategic. This increased efficiency through dozens of hours saved, intelligently-screened resumes and smart candidate-company matching are expected to save dozens of hours per hire made qualitatively.

A Digital First Impression: Emergence of Recruiter Chatbots

First impressions matter, and considering today’s digitally-driven world, recruiter chatbots are currently under assessment to provide real-time interaction to candidates. This could be in the form of asking questions based on defined job requirements, offering updates, feedback, or even follow-up suggestions.

Considering how candidates prefer staying in the loop throughout the application process, AI-powered chatbots possess the potential to immensely improve candidate experience.

Artificial or Augmented: What is AI?

Recruiting as an ecosystem, and even more so in the sphere of talent acquisition, can never remain people independent. This has led industry experts to believe that the future of AI in recruiting stands as more of an additive benefit than a replacement – Augmented Intelligence. It suggests a path of technology to enhance human efficiency and aptitude.

So, How does AI Push Recruiters into Becoming More Strategic?

  • Proactive Strategic Hiring along with Reactive Backfilling
  • Increased Speed to market.
  • Improved Relationship with candidates, determination of cultural fitment with increased candidate Face-Time.

LinkedIn’s Global Hiring Trends of 2018 featured prominent case studies that displayed the AI benefit in full throttle. This covered Intuit’s implementation to cut hiring time in half, Vodafone’s use of robots to video interview and screen candidates, and Deutsche Telekom AG’s utilization of a chatbot to nurture candidates.

There’s no question about it. AI is the future. But then again, so is the human touch.

 

VP Shipra Sharma
Shipra Sharma
VP, Recruiting



Technology has taken over our physical and mental spaces like never before. A recent WEF report has called it “the fourth industrial revolution.” According to the report, technology will blur the lines between “physical, digital, and biological spheres” in the coming decades.

We already see technology taking over. Most small and big tasks are automated today, and wearable devices have made everything available at our fingertips. It’s the right time to engage artificial intelligence (AI) because of the ecosystem of technology and automation being developed.

It has become imperative for companies to look for ways to streamline their processes using the latest technologies and business automation practices. AI being used for these practices results in better utilization of resources and improved response time. Problems can be solved at a technological level rather than being escalated to a “person.” It’s also easier to quantify and analyze problems rather than resorting to troubleshooting.

What are the 3 key benefits of AI?

Efficiency & Accuracy: AI has the inherent ability to provide results faster and with greater accuracy. It can be used to detect problems, identify solutions and implement them at a faster rate. Companies have identified disruptive solutions that are able to provide results in time and create solutions that are easy to implement. It can also be used to work with intelligent systems and create path-breaking solutions.

Smarter Decision-making: Results are more measurable with AI. Machines can be used to analyze data and work on it in the right direction. For instance, companies are using AI to identify buyer trends or present relevant solutions to companies. This allows us to act in the right direction and make more effective use of our learnings.

Improvement to the bottom-line: For any business, bottom-line remains the key. AI is able to improve the profit for companies because of its ability to iron out imperfections, enhance productivity and curtail costs. Users are able to keep track of their tasks and complete them on time. This immediately improves productivity and profit.

Companies are rapidly trying to automate more processes to enhance productivity using AI. That’s because automation helps to curtail the time spent on lengthy and time-consuming tasks. Everyday business processes are quickly being replaced by automated systems.

Like everything ground-breaking, however, people have their reservations around AI. One primary result of this trend is the reduced human interaction, which has not gone down well with many thought leaders. Communication skills are seeing a downslide, something that organisations would not want to forego. For businesses, though, AI is a welcome change for all the benefits it offers. It is a mixed blessing but one that tilts heavily towards being a massive advantage. While some believe that things have become less human, many others see this technological shift as a welcome change – one that Mastech Digital, a digital transformation services company, is ready to help companies exploit, from which, they may reap the many benefits.

 

 

>VP Shipra Sharma” src=”/wp-content/uploads/2018/12/Shipra-Sharma.png”><br><span style=Shipra Sharma
VP, Recruiting

 



Finding the right IT talent is about finding candidates with not only the right aptitude, but also the right attitude. Candidates need to have a balance of technical skills and soft skills, and must be a cultural fit for your client.

However, finding and securing those elusive “purple squirrels” is not an easy task. With recruiting being a numbers game, sales targets should always be in mind and in sight, implying that an active collaboration between your sales team and your recruiting team is a necessity.

An in-depth understanding of your client’s needs on the one hand, paired with the delivery of resources that meet those needs on the other, is what contributes toward and supports organization-wide success. Adding to that success is a clear-cut, defined process, highlighting the steps needed to source, screen, schedule, secure, and settle-in any prospective candidate for a client.

A streamlined recruiting process is a key success factor, and if every step of the process can be tracked, optimal quality can be ensured before resources finally arrive in the hands of the clients. Couple this with web tools to develop, access, and understand a strong candidate pool, and you can take your recruiting to enhanced levels of efficiency like never before.

While social media has provided the ability to find more apt candidates, expect to see an increase in the way other tools, such as automation and artificial intelligence affect the recruiting process. Such tools will further expedite the more tedious tasks of sourcing and screening, leaving the intangibles in the hands of the expert recruiters, to provide the most appropriate resources to your clients, more efficiently and effectively.

The future of IT staffing overall will be dictated by the increasing needs of organizations seeking capable talent, adept in digital technologies, and able to guide organizations through their digital transformation initiatives. From a recruiting perspective, being prepared for this future involves taking a proactive approach, rather than reactive.

 

VP Shipra Sharma
Shipra Sharma
VP, Recruiting