Category: Technology

Artificial Intelligence (AI) is currently revolutionizing human resources (HR). Although seemingly contradictory, AI automates repetitive tasks and allows managers to focus on what really matters—the people. AI’s emergence in HR is bringing the human element back to human resources, as workers can now spend more time on actually dealing with people (instead of tedious tasks that can be automated).

Companies that have taken advantage of AI have achieved greater success in sourcing and acquiring candidates. While some recruiters are concerned that AI is replacing them, the recruiters enjoying the most success are working alongside AI.
Now, in order to win the war on candidate sourcing and acquisition, it is critical for recruiters to take a new approach to AI or risk losing top candidates to their competitors.

Automate the Monotonous Administrative Tasks

A recent survey found that 72% of HR managers would welcome sourcing automation to increase their efficiency and believe 100% of candidate sourcing can be automated. Recruiters need look no further than AI software.
By incorporating AI into candidate sourcing, HR professionals have more time to spend on interpersonal tasks. The average recruiter spends 13 hours weekly sourcing candidates for a single role.
With AI, managers can source candidates, schedule interviews, and review candidates automatically using auto-generated coding. AI eliminates the time-consuming administrative tasks and gives HR managers the freedom to focus on the human elements of the job.

AI Finds, Screens, and Communicates with Candidates

AI-supported chatbots work around the clock to communicate with qualified candidates. Equipped with natural language processing, responses are automatic and easy to understand. Chatbots communicate through e-mail or SMS text, making it easy for candidates to communicate with the HR managers, no matter the time or place.
The traditional hiring process is simply not effective or efficient enough to attract candidates. Chatbots can automate the screening process and perform quick background checks, accelerating the hiring process. AI-driven candidate sourcing reduces the cost per screen by 75% and also reduces the turnover rate by 35%.

AI Can Eliminate Biases

Fifty-seven percent of recruiters view implicit bias as a significant problem facing the American workforce. Hiring managers are more likely to hire applicants with whom they have more in common or favor the better-dressed candidates. While these factors are no implication of a candidate’s ability to perform, they do factor into the hiring process.
Researchers noticed that even when employers try to be inclusive, these biases still make their way into job descriptions. AI’s algorithms are designed to identify and remove these biases. Using AI to source candidates levels the playing field and opens the door to qualified candidates who may have been screened out due to any implicit biases.
Now, HR managers have access to the largest possible talent pool and ultimately acquire the best candidates. With such useful tools at arm’s length, it is up to HR managers to rethink their approach to AI and tap into its capabilities.

AI Is the Key Ingredient to Success

Today, 56% of businesses are working to incorporate AI into their HR programs. HR professionals are asked to do more than ever at an impossibly fast pace. With AI rapidly emerging as a focal point in candidate sourcing, HR managers will increasingly incorporate AI into their sourcing process to keep pace with the companies already doing so.
As we move into 2019, it will become increasingly important to add an AI component into any HR strategy. The war on candidate sourcing and acquisition is well underway, and it’s important to stay up to date on the latest technology that can improve a company’s hiring process from start to finish.

Even in today’s talent-driven labor market where job openings outnumber talent supply, job fraudsters are a thing. Some candidates actively seeking a job can still be desperate, and are willing to inflate their resumes with credentials and experience they don’t have. Recent studies suggest that over 3% of job applicants take recourse to some form of impersonation and identity fraud, in order to acquire jobs for which they would not otherwise be qualified.

A reliable and easy-to-use screening process that can work in conjunction with your current applicant tracking system (ATS) and vendor management system (VMS) is a cost-effective way to ensure you are hiring the right people, every time.

Such verification tools are a great way to identify imposters while helping screen those whose resumes are stored in your system. They rely on innovative technologies that use both digital identity verification and voice biometrics to screen candidates during the recruitment process.

Identification verification. A candidate who claims 10 years’ experience, yet whose driver’s license shows him or her to have been in high school just four years ago, will cost you time, money, and even your reputation. It’s vital to know exactly whom you are hiring, and today there are products in the marketplace that help with that. Our soon-to-be-released product, VeriKlick, for instance, interfaces help you accomplish that while integrating with your ATS and VMS. Our product has other features as well. For instance, with a simple scan of a picture ID, a recruiter can be certain that the potential candidate is who they say they are.

Voice verification. Your voice is unique, just like your fingerprint. In fact, voices are so unique, they can be matched and verified to add another layer of screening to the application process. Financial institutions have begun implementing this technology to protect their valued clients, and your company can do the same.

Products like ours help verify the candidate’s information ensuring that voiceprints are safeguarded with the same high-level standards used to secure all of your company’s candidate and hiring information. VeriKlick’s verification system uses sophisticated biometric technology to identify the unique patterns of each voice, recorded through the product and saved for future reference.

Retention is critical. Given the war for talent, it’s little surprise that companies are paying attention to their retention rates. In fact, 87% percent of HR leaders consider improved employee retention to be a ‘critical’ or ‘high’ priority for their businesses over the next five years? A great way to ensure that new employees are properly screened before the onboarding process begins is to use these smart verification tools.

Turnover is expensive, no matter what type of position an employee holds! In fact, the cost to replace an employee can exceed 200% of their annual salary. Companies can minimize the costs associated with this turnover by using tools to screen job applicants.

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