Tech in HR: 3 ways AI will make recruitment process more efficient in 2019
HR in the past had mainly been focused on providing dashboards of information and only a handful of companies practiced data-based decision making. Today, the landscape looks very different. Fast forward and HR has evolved significantly over the last few years, thanks to Artificial Intelligence (AI) that is re-designing the way companies hire, manage and develop their workforce.
Clearly AI coupled with analytics is fast gaining ground within the HR domain. From talent acquisition, workforce optimisation to workforce transformation, technology is acting as a strategic enabler for HR. In the not-too-distant future we will see most talent related decisions being made by harnessing the power of data and tech and ushering in a new era for the HR function.
AI in recruitment
In the talent acquisition/recruitment space for instance, AI is bringing about a sea change in the speed, accuracy and timeliness of delivery. Auto-sourcing, just-in-time hiring, and self-serve hiring are expected to improve utilisation and drive revenue growth. AI driven applications can act as HR’s weather man helping them analyse the engagement level of employees, determine flight risk, uncover great talent in the front-line and more. AI can help build loyalty by acting as a career guide to employees. With AI, HR managers can realise their goal of being a strategic business enabler.
AI is poised to be a game-changer not only for areas such as recruitment and engagement but in solving workflow problems too. We can expect to see tools and software that handle processes such as interview scheduling, employee onboarding, and even the answering of basic HR questions. This will free up HR practitioners’ time and help them focus on more strategic and impactful areas. It will also ensure the human judgement comes back as automation will never be able to do what a human interaction can.
Advanced sentiment analysis technologies are using NLP (natural language processing), text analysis, biometrics and other evolving technologies to go beyond outdated ways of assessing employee experience and seeking deeper insights into behaviors and motivations of employees. Sentiment analysis could also be used to foresee when an employee is getting unmotivated or uninterested in their work; the AI could then provide data-based recommendations on actions to boost the employee’s engagement levels.
With digitising HR systems, one of the best things that has happened is the narrowing of the wide communication gap between employees and managers and employees and HR team. New dialogue tools like chat bots and intra-organisation communities, there’s a more transparent communication flow and a happier and more motivated workforce.
With rapid technology disruption and an ongoing talent crisis, it has become imperative for organisations to invest in reskilling and retaining their existing workforce. With AI and analytics in use, HRs and employees can now map their career progression route and upskill themselves in the most demanding and fitting skills to avoid the pink slip nightmares. Also, with digital education options, bite-sized, on-demand, mobile or web based micro-learning sessions, talent transformation and training, reskilling and upskilling workforce has become much easier and fast-paced.
We have witnessed a major shift in practices and approach of HR leaders across industries. They have become more open and enthusiastic when it comes to using the latest technologies to improve HR processes and outcomes. They are seen to take proactive steps towards adopting a culture of data-based decision making. Using analytics in HR, parsing through the available data has become much easier and time-saving. This not only allows HR leaders to take decisions pertaining to the immediate issues at hand but foresee the future concerns to be addressed.
The author is an entrepreneur, the founder and CEO of HR Tech start-up of EdGE Networks