In today’s candidate-driven competitive recruiting landscape, amongst the many, the most pertinent parameters to measure the hiring success is time and quality of hire and cost per hire. Amid hiring commotion, the hiring team sometimes loses the human perspective and eventually ends up making the whole process mechanical. The high volumes of job applicants sometimes don’t even hear from the recruitment agencies due to their inability to respond to everyone, invariably starting a relationship on the wrong foot.
Understanding the importance of human touch in the hiring process, many hiring teams have started to leverage the capabilities of Conversational AI Chatbot within their recruitment framework. The deployment of conversational AI allows qualified candidates to have their interviews scheduled with recruiters faster and keep the unqualified candidates abreast of their status throughout the lifecycle. At the very first touchpoint conversation, AI gathers all the applicant details and automatically schedules a meeting in the hiring agent calendar, along with the conversation in a pdf format that’s transpired as an attachment.
The smart chatbots, driven by AI, and powered by neural networks, uses natural language processing to have a human-like conversation, without the need to have “actual” human answering frequently asked questions. The benefit of chatbots is their 24/7 availability, at the convenience of the user and on-demand.
As conversational AI is now able to do most of the initial spadework, recruiters can utilize their time strategizing a holistic approach to candidate engagement. Even internally the hiring process gets a semblance of human touch as recruiters now get more time with the hiring managers to get an insight on candidates.
Conversational AI is a boon to recruiting as it guides candidates through the recruitment process, cutting down on the application time and providing applicants with great user experience. It removes ambiguity as a result of seamless and consistent communication. Last but not least it accentuates the human angle by understanding semantics, digression, and subtle nuances.
Importance of HR analytics
Due to the influx of “BIG DATA,” it has become imperative to incorporate data analytics and AI tools into business operations, to make sense of the humongous data overload. For instance, AI-powered predictive analytics capabilities are being utilized in every domain to determine customer responses and their purchasing decisions based on data models created using historical data. HR Analytics provides an opportunity for HR to predict the likely outcome instead of just describing it.
HR analytics metrics
The HR analytics provides metrics on staff performance, turnover, processes, and strategies, based on which the organization can channel their time and money on critical initiatives. Like any other line of business, HR personnel’s have certain KPI’s like time to hire, retention numbers achieved, candidate engagement to name the few, on which they are measured. Advanced analytics enhances the HR personnel likelihood to make an informed and decisive decision based on data sets and patterns derived from real-time information.
Running machine learning algorithms on churn data can unravel churn patterns, which when processed by HR analytics tool provide actionable insights into retention strategies and allows the HR personnel to manage churn proactively.
Resume Screening Tool area such as performance analytics, strategic workforce analytics, and people management analytics. As the name suggests they deal with hiring the right people, training the workforce with skills required in the present and the future and promoting the right people within the organization.
Conclusion
HR analytics has added relevancy in the existence of the HR processes as it uses both people data, compiled by HR systems (payroll) and business systems (performance data) to gain insights into their workforce, HR policies and practices for evidence-based decision making. The only caveat, HR analytics is an ongoing activity which constantly needs finetuning.
Organizations today have deployed an automated system to track the applications they receive, read through them, to analyze and store them.Official resume parsers are deployed to save candidate information into the database of the organization, which will serve as a talent pipeline for future references and recruitment purposes as well.
A good knowledge of its purpose and the impact of the results you yield to the organization and its workfare will eventually ameliorate the process.
Hence, in order to stand much ahead of the crowd, there are certain tricks and strategies that are to be followed.Here are 6 Simple Tricks that will help you master the process of Resume parsing and aid the process of recruitment in the best possible way: Speed Resume parsers are expected to be on their toes at all times.
The trick lies in ensuring accuracy and an error-free selection process while still keeping in line with the expected pace.Screening out those candidates whose resumes do not match the requirements of the organization, expressed in keywords requires a great amount of finesse and error-free execution.
Time, Money and Energy efficiency The process of parsing is deployed by an organization and its recruiters with an intention that it will enhance their recruitment process, making it merit base and free from any kind of human interference.
This reinstates the fact that resume parsers must pool in their best possible effort to deliver a well-qualified merit list to the recruiters.
