For some, artificial intelligence (AI) is already a trend. Numerous companies, from different sectors, have introduced AI technologies into their internal systems because they have grasped the huge potential for their businesses and the advantages for productivity. The world of human resources (HR) is no exception. Companies, Employment Agencies and large organisations, have already started to enjoy the benefits of artificial intelligence in recruiting to automate and speed up processes and to improve the overall quality of candidates.
However, there are also companies that do not yet have a clear understanding of what AI is or how to use it in the search and selection process, and they are not being effectively supported by technology. To even the playing field, we want to share the advantages of introducing artificial intelligence into the recruitment process.
As mentioned, AI technologies are used in the HR world to make some processes faster and more automatic, to improve the quality of applications and to allow recruiters to dedicate more time to getting to know the candidates. We have identified 5 reasons why a company or HR department should start using artificial intelligence. Let’s see them in detail.
Every day, recruiters are busy searching for the best candidates for job postings. Whether it is a quick selection to fill a vacant position or that you choose to take on a qualitatively valid profile, even without internal urgencies, the goal of every recruiter is to find the ideal candidate – as well as the best – in an easy way , fast and not excessively expensive.
As we know, each research and selection campaign involves an economic investment. A company can decide to reduce the costs and risks of a new hiring by setting in motion an internal Job Posting process, proposing the job offer to its employees and saving time, as well as money. But it can also do this by adopting specific artificial intelligence solutions. The semantic search for candidates guided by keywords, matching of applications and predictive analysis: these are techniques that can help recruiters to make the right assessments on candidates to achieve the desired positive results.
To achieve this goal, recruiters need to speed up some steps of the recruiting process, especially repetitive tasks. The automation of activities (for example the screening of CVs) and the digitization of data (with the extraction or insertion of candidate information through the self-completion of application forms or profiles), allows to speed up the process and simultaneously take care of the candidate experience.
In the HR world we speak of data-driven recruitment to indicate a research and selection approach guided and validated by concrete data. This is because, along the process, large amounts of information are collected that must be processed and stored in the database (even for future searches). The Information Extraction and Parsing CV tools, as in the case of Inda, facilitate the recognition and classification of the data present in the curriculum. At the same time, these techniques speed up the research process without jeopardizing its efficiency and, therefore, the validity of future decisions. This type of approach also intervenes to limit the appearance of bias by allowing a more objective point of view to be taken.
A company attentive to taking care of employer branding, reputation and communicating its values, knows how important it is to interact with candidates and improve their application experience. Contact with people is essential: interact with them, update them on the status of the selection and motivate the final decisions.
This aspect has been refined with the introduction of chatbots which, compared to traditional communication channels, can answer the questions of one or more candidates at any time, fuelling the birth of a positive opinion on the company.
Although a company undertakes to build bonds with candidates, it must be recognised that, among the reasons that lead them to interrupt the application process, there is not only communication. Too long and complex application forms can discourage the candidate from going through the process, especially if they make multiple applications per day. In this sense, the automatic completion of the form, after uploading your CV, greatly improves the candidate’s application experience.
As mentioned above, matching applications is a tool that allows recruiters and companies to save valuable time. It is a solution that allows you to quickly and easily identify the best talents to fill a vacant job position.
The matching of applications seeks the best match between a candidate’s profile (CV) and a job description or specific skills required. Using artificial intelligence, the recruiter can hire the right candidate based on his skills, without conditioning.
Adopting artificial intelligence means growing the company and its employees. A company that chooses to improve its services with AI proves to favour innovation and, at the same time, the updating of its employees. If on the one hand, AI optimises many activities, on the other hand it is necessary to train the staff by encouraging continuous updating and the acquisition of new skills.
Understanding the potential of technology and the benefits of artificial intelligence, therefore, is now essential to be considered truly competitive in your reference sector!
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