How Artificial Intelligence Is Transforming Recruitment

Joseph Jayachandran, Head - HR, Trigent SoftwareHeadquartered in Bangalore, Trigent Software is a custom software & outsource software development company offering Cloud Development, QA & Testing, Enterprise Digital Transformation, Enterprise ADM, Business Intelligence and many other services.

The talent industry is re-inventing itself and it is now all about speed in the hiring process and predicting issues before they arise. On the one side, it is the talent recruitment team and their ability to adapt to a technology-driven hiring process. Then there are the job seekers, who are technically savvy, look for jobs with a great purpose and better pay. They are constantly up-grading their skills and therefore need career maps that respect their aggressive growth plans. In this scenario, reinventing the talent acquisition function is critical to qualitative and quantitative hiring.

Future Trends in the Recruitment Process
Artificial Intelligence platforms are available today and they help businesses to make more informed decisions with regard to hiring. These AI-based systems match key success profiles and come-up with lists which are more relevant than manual searches. With fast evolving technologies and frequent innovations, skills that work today may be redundant tomorrow. We can predict with certainty that the technical roles that exist today, may change completely in the future. In this scenario, recruiters need to adapt and be more involved in the business. This will give them a better understanding of how to plan their recruitment and begin the search for unique technical skills before the real need arises.

There is a slight but visible shift in what recruiters are beginning to look for in candidates. In the past, it was about technical skills with do-main or industry-specific experience. Going forward, recruiters will look for industry experience as the base, topped with multiple technical skills such as IoT, Cloud, and so forth. This
essentially means that technical people should be comfortable with Cloud, Analytics, Cognitive and Agile. Along with this, they should have rich, in-depth knowledge of an industry. This is because programing for the sake of programing will only bring about immediate solutions. For long-term value, programming with a deep understanding of the client's business will lead to long-lasting business relationships. The word Agile is synonymous with soft-ware solutions. One does not often hear this in the support functions, such as hiring or finance. However, incorporating agile technology into the recruitment process will en-sure predictable and speedy results.

The On-Boarding Process
Hiring and on-boarding processes can be tedious and time consuming. Some organizations rely on paper-based documentation and as a result candidates spend nearly their entire first day on board, filling-out forms. This process especially in technology companies can demotivate candidates. Today, software solutions are available to seamlessly transition the employees' on-boarding journey. By automating form filling, companies ensure that all procedural requirements can be completed before the candidate joins. This ensures that the first day on-board creates happy memories for the candidates.

Artificial Intelligence platforms are available today and they help businesses to make more informed decisions with regard to hiring. These AI-based systems match key success profiles and come-up with lists which are more relevant than manual searches

Employee verification is also being empowered by technology. There are software solutions that confirm the eligibility of employees to work in any organization in a particular country. These platforms primarily verify the identity and then the eligibility by electronically matching information with authentic records.

Retention Process
As technology evolves faster than ever before, the need for certain technology skills can be hard to find. In such cases, organizations can hire one or two rare-to-find technical skill candidates and share them across multiple projects within the same company. In the future, a trend could arise where cross-company sharing of unique technical skills may emerge. This calls for trust in the employee, but more importantly trust relationships between multiple organizations.

Some organizations use AI to personalize candidate's job search experience. Unlike traditional job, skill, role or experience-based searches, these engines search for intuitive job expectations by prompting questions such as `What do you want in a job?' `Which kind of company appeals more to you?' Taking the answers, the platform matches them to a database and finds the right job for them.

AI's important role is in the interviewing process itself, where it provides questions to the interviewer, minus personal biases, which creep in sometimes. AI is also personalizing on-boarding processes. AI helps to individualize on-boarding experiences and enhance gratification for new employees.