Workplaces are in the midst of seismic shift due to the ever expanding horizons of technology. Manual HR practises like CV shortlisting, calling up candidates for interviews is en-route to automation and streamlining to make it all more efficient, cost-effective, and high performing.
We, at CAREERMARSHAL – one of the top job sites in India, have jotted down 4 major ways the application of technology is helping de-clutter the process of recruiting and hiring.
AI for recruiting
Almost three-quarter of resumes that an average company received are screened out of contention. Imagine the waste of hundred of hours that a recruiter could have employed somewhere else rather than checking out substandard CVs.
Being the first step towards bringing in fresh workforce into the fold, resume screening is up for a major overhaul to reduce epic wastage of time and resources. This is where AI for recruiting comes into picture. Why AI and recruiting are a natural fit is because AI requires a lot of data to learn and large companies often have millions of resumes in their ATS. After learning about the experience, skills, and qualifications required for the job, the AI software then shortlists, ranks and grade new candidates who are worthy of the job on offer. If the databases such as Indeed and CareerBuilder are used by your company to store information about candidates, even then AI recruiting software can be used to extract relevant information. Owing to all this automation of the processes of resume screening and candidate matching, companies are able to cut down their expenses by 75%.
Automation for candidate scheduling and outreach
Your chances of picking out the best candidates out of a pool of candidates rest on the quality of recruitment automation that your company has undertaken. A human recruiter’s abilities are amplified by the application of Recruitment automation. The ways in which you can improve your candidate outreach is by sending out auto-email and auto-text interview requests to candidates that are identified as good matches by the screening tool that you employ. Time is judiciously used as time to fill is reduced by integrating with major email and calendar providers and automatically figuring out the time slots when the candidate and interviewer are all free to meet.
VR for job testing and training
Virtual Reality (VR) is another technology that has been making a lot of waves on the HR recruitment industry. VR is a realistic simulation of a three-dimensional environment that you control with your body movements. A survey by Universum states that even though only 3% of people are currently using VR, almost one-third of people surveyed said that they expect VR to make a lot of inroads into their workplace in the next 10 years. Candidate testing and reviewing are the most promising application of VR in the workplace. VR technology can be used to make more realistic job tests to evaluate a candidate’s skills and personality. For example: A hypothetical VR induced scenario testing the real-time and actual world skills of a candidate dealing with an unhappy customer.
A survey by Korn Ferry found that 39% of employers found that new hires leave within their first year because the role was not what they expected. VR could help reduce the ratio of people leaving due to unrealistic expectations by providing the candidate with a more realistic preview of what an average day at the job would entail and what is expected out of them. New here onboarding and training process can also be streamlined by the use of VR.
Wearable tech for engagement and productivity
Employee Engagement is a recurring theme in the corporate world and finds a lot of debate centred around ways to improve it, according to Deloitte. Employees are now being encouraged to use wearable tech that tracks their behaviour to get a deeper insight about how they communicate and interact at work. Microsoft and Boston Consulting Group are pioneers in using wearable tech such as digital employee badges to keep track of employees’ physical exertion during office hours, how they interact with each other, and how much time is spent in such interactions. Optimization of physical office spaces, understanding employees’ communication styles, and management of team dynamics are some of the many benefits of using wearable tech. All this can translate into better management of team by managers. Wearable tech may also be used to pre-empt a candidate’s emotions and personality during a pre-screen interview.