Being engaged in practically any form of business in the modern world demands a constant mindfulness about the new tech trends. Chances are that you are a person just like that and that you regularly keep in touch with all advancements in the HR domain. Often, the same field could appear relatively calm, especially when it is compared to things like IT development or some other dynamic area.
But, you are probably well aware that a huge new wave is about to enter the field of HR and potentially be a game changer like nothing seen in the previous decades, including the appearance of the widespread use of the internet.
This technology comes in the form of Artificial Intelligence or AI and it stands a chance to revolutionize practically all aspects of the human resource operations. How will artificial intelligence impact recruitment? Here is the breakdown of the most important aspects of this revolution-to-come you simply need to know.
1. Streamlining the Screening Process
On average, the time needed to hire someone is about 27 days, while the best candidates are, on average, gone from the job market in less than 10 days. As you know, the manual screening process is both time-consuming and very tiresome for the HR workforce, while at the same time, it provides results that are often completely dependent on luck. One of the simplest ways how AI could impact HR is to apply itself right here and use computation speed to streamline the screening process, sometimes to an astonishing speed. With machine learning and a feedback loop, the same screening could become faster and faster, allowing the HR to tap into those crucial first 10 days.
2. Employee Engagement – AI to the rescue
Job candidate regularly do not receive any form of communication from the HR they had written to and this happens to almost 50% of all applications. An AI could be able to automate the response system to a level that is both customizable and unique for the candidate. In fact, the response could be determined by things like position, geographical location, job description, and much more, giving the candidate all the essential info he or she needs to know. In this regard, an AI could be not just efficient in speed and volume, but also more effective because it will never forget a piece of information that an overworked HR employee might do.
3. On-Job Career Development made much easier
AI would be able to do wonders for the development of the individual employees based on both their preferences and the AI’s reading of their work metrics. This way, the AI could find a compromise between the things a person does well, the things they want to learn and those areas where they could become better with some additional training. This type of “AI coaching” could develop any in-house talent exceedingly fast and free from any dead-ends that often come about in regular HR employee improvement programs.
4. Smoothing the Employee – Employer Relations
By default, employees have questions about their jobs and you probably heard them all. Sometimes these could be day-to-day operational and relate to things like sick days, vacation time and so forth. Other times, these might be very intricate and demand an in-depth conversation with an HR manager. An AI could be the first step in delegating these questions and making sure that the precious time of its HR human co-workers is not spent in vain.
All of these possibilities most likely seem really great for a person like you and your HR department. They might not yet be on the market, but know that the question is not will these come about, but when will they become available for widespread use.
Is there any other application of AI in HR that you can think of? Share with us in the comments.