Conventional methods of human resource management are evolving, propelled by the rise of new technologies which are gaining importance in the field of human resources. Artificial Intelligence AI has become inseparable from today’s recruitment sector.
AI has the potential to impact multiple facets of HR operations including recruitment, talent retention and all other critical aspects that hold importance across the entire HR journey. In recent years, companies have been willing to invest time and resources to improve the existing hiring and recruitment process.
Any business empire that achieves the desired results and establishes a recognizable position in the market relies on its human resources. In other words, an effective hiring process may require changes to existing methods. AI can easily be called the enabler of the process.
By 2022, 60% of global companies will implement AI and machine learning tools to support the entire employee lifecycle. By 2024, 80% of organizations will use AI and ML to enable managers and HR experts to make decisions on hiring, firing, and training employees. This information is based on future work by IDC.
AI in HR – A Detailed Perspective
Not many years ago, when an association had the opportunity, it would preferably receive many job applications for a vacant position, even if only 10% of the applications were relevant.
It would take half a month to channel the candidates and make the selection. However, as supported frameworks for simulated intelligence develop, this delicate interaction has been replaced by research calculations and programming projects.
AI-based solutions have the most impact in situations where decisions require highly complex data sources and a wide variety of inputs or when leveraged for systems frequently used by their target audience.
Let’s consider a scenario. It is not uncommon for a bad candidate to be hired. Thanks to cognitive tools, it is possible to pre-analyze the candidate’s profile and evaluate their online presence. The information obtained could be compared with existing employees in assessing the urgency and suitability of the potential candidate even before the interview. The advantage here is that the chances of hiring unsuitable candidates are comparatively less.
The human resources process involves several tasks besides recruiting and retaining employees. Often, many of these tasks get pushed aside during the hiring process. Recently, the dependence on AI has become evident.
Obviously, HR professionals have more time to devote to other tasks. HR professionals are not immune to biased approaches. They may be biased based on age, nationality, etc. candidates. The possibility of such an approach is almost zero with AI machines. This would lead to a diverse talent pool from various sources.
HR professionals can be proactive in organizing the workforce and maintaining capacity while using AI-based prescient review. Overall, AI in HR is expected to continue in the future. We must wait and see how AI permeates the HR sector in more innovative ways.
