The HR domain is ensnarled with a slew of mundane and repetitive tasks, preventing them from focusing their capabilities towards more high-yielding areas. The advent of new technologies has resulted in the dawn of disruptions that have transformed the way the 21st-century business functions. The older workplace dynamic has given way to the rise of Intelligent enterprise where technology drives the business through actionable insights across all lines of business. A conversational chatbot is one such example of technological advancement which through its cognitive abilities and NLP is driving personalized and precise dialogues, catering to numerous employee-related processes.
The employees nowadays want everything at the click of a button or via a provision of a live and conversational chat. The time is of the essence for any engagement and any lack of it is detrimental to the overall image of an organization. Conversational chatbots allow uninterrupted and personalized dialogue from the very first engagement with the employee.
The 2018 HR technology disruptions report by Bersin by Deloitte has highlighted a trend of unprecedented capital investment and user adoption in HR & Recruitment industry. The capabilities of HR technology, by most companies, are being looked at as the conveyor of new business models and as a way to make HR and recruiting teams more strategically efficient. The disruptive technologies have given rise to a massive wave of upgrades with many companies replacing their core systems with cloud-based technologies & infrastructure which would seamlessly accommodate app and data-centric, network-based applications for HR.
Focus on Bringing Disruptive Technologies in Recruitment Industry
Recruitment Smart, a tech startup company based in the city of London, is on a mission to bring disruptive technology to the recruitment industry. Their key differentiator being the AI and machine learning capabilities to precisely match CV with exact job specification. It also has a capability of auto sourcing the best CV’s from databases like Monster, Dice, etc., which is ideal for corporate talent departments and recruitment companies, saving them endless hours of scanning and shortlisting.
Recruitment Smart, by harnessing the capabilities of AI, can streamline and analyze video screens, resulting in a screening multitude of candidates in record time. The in-built evaluation system uses AI and neuroscience technology to analyze video interviews and collect data points, including their body language, intonation & verbal responses. The machine learning algorithms assess these data points and evaluate the candidate’s soft skill percentage and how likely they would be wisely able to use these skills in their jobs.
Recruitment Smart’s involvement in designing and developing recruiting chatbots is quite unprecedented. Recruiting chatbots: a conversational agent leverages the capabilities of AI and machine learning to mimic the conversational abilities during the recruitment process without much human intervention. The chatbots can reduce the cost of hire by automating repetitive jobs like scheduling, answering general queries about roles and job application status, and letting the recruiters focus more on branding and candidate engagement.
Recruitment Smart’s, since its inception, has forayed into the AI space and has been building software product and applications that could leverage the capabilities of AI’s machine learning algorithms to reduce HR’s operational cost and increase efficiency. The focus has been towards bringing out disruptive technologies. Its customized HR solutions, catering to all sorts of budgets and goals, enabling the development of an intelligent enterprise.
Recruiters need to Accelerate Hiring
Every day the HR department is inundated with job applications, and in today’s candidate-driven job market every recruiter aspires to accelerate hiring and recruit the ‘right fit for the job’ candidate from a pool of candidates. Every recruiting process has a repetitive task from screening, to scheduling job interviews, to answer questions pertaining to the job profile; all of which if done manually would require lots of man-hours, eventually resulting in missed opportunities.
Every recruiter is racing against time to find and connect with the top candidates, leveraging every possible ounce of technology-driven innovations. Sniper AI, one such innovation, can parse data from any unstructured data, match candidate, internal or external and instantly score them to each job specification, shortlist them with a single click and export all this information on a dashboard with social media sharing and email capabilities.
The chatbots on the back of machine learning capabilities can reduce the cost of hire by automating repetitive jobs like scheduling, answering general queries about roles and job application status, letting the recruiters focus more on branding and candidate engagement. The conversational chatbot can have a personalized conversation with hundreds of applicants in a short span of time, at their convenience. This enables instant engagement and accelerates the hiring process.
ENHANCING EXISTING HR INFRASTRUCTURE
Sniper AI enhances an existing infrastructure by integrating with an existing database or ATS such as Taleo, Greenhouse, etc. to tap any passive candidates to constantly rejuvenate the talent pipeline and keep abreast with any impending requirements. With Sniper turnkey allows recruiters to easily draft jobs, match them to a candidate and share them with partners and social media sites. The capabilities of Sniper AI reduce the internal manpower by 53%, saving considerable cost.
Based in the City of London, Recruitment SMART is an HR tech startup on a mission to bring disruptive technology to the recruitment industry. They are developing Artificial Intelligence and Machine Learning based sourcing solutions. The team includes veterans from both the recruitment and tech industries and has client globally in the UK, US, and APAC. Feel Free to Write to us at [email protected]
Skilled candidates are like gold dust for the success of an organization. A skilled workforce is the need of the hour in today’s competitive recruitment landscape. It’s the skill gap which stunts the growth and competitiveness of a company. With everything the same, it’s the recruitment process which influences a candidate decides to choose an organization. In a candidate-driven recruitment landscape, the likelihood of losing out a good candidate is quite high if the process unnecessarily drags out.
Lapses in communication around hiring requirements result in the skill gap. It is critical to assess the current workforce skill set, along with future requirements. The following are a few of the ways an organization can build critical-talent pipeline:
* The job description to should concise and precise
* Keep an account of internal and external talent pools
* Do the gap analysis between available and required skill sets
* Formulate strategies for developing or acquiring the talent to plug the gaps
A recruitment process without information touchpoint at the various step of the hiring process can result in ambiguity and an impression of detachment on the company’s part. There are so many recruitment horror stories bandied around in various lines of business, about an elongated hiring process where the candidate is left in a lurch to fish around in the dark. The rise of the smart chatbots has added an extra dimension to the hiring process due to their 24/7 availability to answer many frequently asked question thereby keep the candidates in the loop.
The adage” time is money” is more applicable in today’s competitive recruiting landscape and according to CK Science, UK’s leading recruitment companies, 67% of candidates prefer CV’s over an application form and 24% of the candidates won’t bother to complete their application due to the sheer length of it. Not surprisingly 94% of the candidates preferred 1 to 2 interview stages.
The candidate is not the only one under scrutiny during the recruitment process as for a candidate it’s an impression of how a company is run. It’s imperative to use the hiring process as a marketing channel, to showcase a seamless process to attract the best candidates.
The key differentiator for a recruiting company is their ability to deliver the “right fit for the job” candidate in the least turnaround time with precise accuracy time and again. In today’s dynamic candidate driven hiring landscape, companies are vying for suitable candidatures to maximize their bottom line, in turn increasing their brand value and market footprints. Every recruiting process has a repetitive task from screening, to scheduling job interviews, to answer questions pertaining to the job profile; all of which if done manually would require lots of man hours, eventually resulting in missing the opportune “hiring window”.
An effective hire hinges on the effective utilization of HR technology solution. Sniper AI, Recruitment Smart’s, game-changing AI is one such solution which augments the hiring process and delivers a unified view of the right candidates from all sourcing channels.
Recruitment Smart key differentiators, AI and machine learning breeds “accuracy” and “efficacy” in the recruitment lifecycle, handling recruitment specialist a moniker of a “recruiting ninja”. It augments the existing infrastructure by integrating with virtually any existing database or ATS Tracking Software. Sniper AI automates the screening process and makes resume overviews and comparisons more efficient through its metric-based evaluation algorithms. Sniper Turnkey offers a complete online applicant tracking system that allows you to easily draft job specs, match them to candidates, and share them with partners and social media sites.
Missed communication is akin to a missed opportunity to hire the best candidate. Recruitment Smarts, AI-powered chatbots, eliminate the communication gap by leveraging machine learning capabilities to conduct a conversation via auditory or textual methods. The benefit of chatbots is their 24/7 availability, and their ability to have a human-like conversation, on demand.
Recruitment Smart, through its AI and Recruitment machine learning capabilities, propagate “intelligence” in the recruitment process. The cognitive and predictive capability of AI enables the recruiters to spend more time converting candidates into employees and enhancing customer engagement.
To know more about Recruiting Ninja and learn how one can manage the better visit https://recruitmentsmart.com/
There are myriad of HR tools that continue to enter the market, vouching to find the most qualified candidate in the digitization era. Chatbots are one such innovation, driven by AI and powered by neural networks to mimic the conversational capabilities of humans, without the actual human intervention. But, why the need for digital assistance chatbot. Well, to begin with, it allows for quick communication between HR and the candidate. Secondly, it offers multichannel offering depending on the strategy of engagement and thirdly it expedites the application process by parsing irrelevant data.
Recruitment Smart’s involvement in designing and developing recruiting chatbots is quite unprecedented. Missed communication is akin to a missed opportunity to hire the best candidate. Recruitment Smart’s, AI-powered chatbots, eliminate the communication gap by leveraging machine learning capabilities to conduct a conversation via auditory or textual methods.
The digital assistance chatbots inject relevancy in the hiring process making the recruiter/applicant exchange worth the while. It enhances the brand quotient and refines time utilization, resulting in fruitful candidate engagement, improved brand perception, and a platform to attract the best talent. The chatbots are as good as the data marts they base their data models on. The more data you feed the chatbots algorithms, the better they become in making accurate decisions. At Recruitment Smart we are continuously improving our chatbot capability by building templates to deliver the best in class conversational experience.
Candidates can leverage AI capabilities and enjoy a seamless job application process. The process streamlined to only one step of uploading a CV in the desired format which is readable by the AI, machine learning algorithm. AI, then parses through the CV and ascertain the candidate’s skillset and maps it with the listed jobs that match the candidates resume to the “T”. The AI then furnishes the list of recommended jobs for the candidates’ perusal. The different stages of the application are facilitated by different instances of Sniper Recruitment AI chatbot, for example, pre-screening Sniper AI chatbot, Interview scheduling chatbot during the interview process and Onboarding chatbot upon selection.
Recruitment Smart, through its AI and machine learning capabilities, propagate “intelligence” in the recruitment process. The cognitive and predictive capability of AI enables the recruiters to spend more time converting candidates into employees and enhancing customer engagement.
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.
The predictive recruitment analytics have been around for some time now but the growing volumes of data, cheaper and faster computers, cheap storage facilities and above all fast and competitive environment has made organizations turn their attention to it now in a big way. It analyses candidate data from sourcing channels, social media, ATS Tracking Software, and assists recruiters optimize their hiring strategies and improve future talent pool.
The predictive analytics tool reduces the recruitment lifecycle by automating the initial redundant and long-drawn process of attracting talent (posting ads), sourcing and Automated Resume Screening. The reduction in time to hire generates a far higher response rate and helps in better candidate experience.
The predictive analytics is used to qualify the leads and ascertain the effectiveness of the marketing campaigns. This would provide a clear picture of the resource allocation requirement based on the lead’s response.
So many corporate stories of a bad hire are bandied about nowadays. Apart from the monetary loss, productivity lags due to a bad hire rub the wrong way on the remaining employees, resulting in demotivation and lack of commitment towards the company’s goal and vision. Machine learning and AI are changing the way “BIG DATA” is now dealt with, with the single aim of providing a glimpse into the future. Predictive recruitment analytics can reduce attrition rates and bad hire scenario by matching the job description to the candidates’ profile to the “T”, churning out a fit index which showcases how to fit the candidate is on every level.
Learning and Development arm of the HR is also enjoying the benefits of the predictive analytics capabilities of algorithms to customize the training activities in sync with the demand for the latest technologies, making the employees relevant and ready for future projects. This forges a long-lasting customer engagement and maximizes the return on investment.
Predictive analytics has the power to provide insight into the future, based on factual data sets. It optimizes operations and increases value, positioning a company at a vantage point in a competitive landscape. The usual caveat to using the predictive recruitment tools is the manner in which it’s used, as drowning in meaningless data will result in convoluted data sets and patterns.
It’s imperative to have objectiveness when it comes to hiring decisions, a lack of it can undermine the efficacy of the business. Hiring managers, inadvertently judge a candidate based on their own experiences within their professional and personal domain, forming a preconceived notion about certain traits or characteristics.
The integration of AI and Recruitment for recruiting application in the hiring process will provide an unbiased perspective, devoid of any human emotions. It creates data points using algorithms and formulates patterns which increases the chances of hiring the right fit for the job. AI-based software like HireVue uses intelligent video and text-based software to predict the best performers for an individual job requirement by creating numerous data points from the video interview.
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, unwavering enthusiasm while answering “n” number of calls, without being muddled by the vagaries of human nature. A Recruitment AI Chatbot on the back of machine learning capabilities can collect and screen a vast array of resumes and rank candidates on metrics such as skills, qualifications, and engagement to assist the decision-makers to make an informed decision. Regardless of the volume of candidates, each candidate will receive timely correspondence via AI-powered workflows.
Although AI-powered chatbots can vastly reduce the percentage of the human bias, it cannot eliminate it as the algorithms are only as unbiased as the programmers who program them. Invariably there is a chance of the prejudices creeping their way into the data used. The best way to counteract this is to employ a diversified chatbots development team combined with high cultural intelligence.
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.
The 2018 HR technology disruptions report by Bersin by Deloitte has highlighted a trend of unprecedented capital investment and user adoption in HR & Recruitment industry. The capabilities of HR technology, by most companies, are being looked at as the conveyor of new business models and as a way to make HR and recruiting teams more strategically efficient. The disruptive technologies have given rise to a massive wave of upgrades with many companies replacing their core systems with cloud-based technologies & infrastructure which would seamlessly accommodate app and data-centric, network-based applications for HR.
Focus on Bringing Disruptive Technologies in Recruitment Industry
Recruitment Smart, a tech startup company based in the city of London, is on a mission to bring disruptive technology to the recruitment industry. Their key differentiator being the AI and machine learning capabilities to precisely match CV with exact job specification. It also has a capability of auto sourcing the best CV’s from databases like Monster, Dice, etc., which is ideal for corporate talent departments and recruitment companies, saving them endless hours of scanning and shortlisting.
Recruitment Smart, by harnessing the capabilities of AI, can streamline and analyze video screens, resulting in a screening multitude of candidates in record time. The in-built evaluation system uses AI and neuroscience technology to analyze video interviews and collect data points, including their body language, intonation & verbal responses. The machine learning algorithms assess these data points and evaluate the candidate’s soft skill percentage and how likely they would be wisely able to use these skills in their jobs.
Recruitment Smart’s involvement in designing and developing recruiting chatbots is quite unprecedented. Recruiting chatbots: a conversational agent leverages the capabilities of AI and machine learning to mimic the conversational abilities during the recruitment process without much human intervention. The chatbots can reduce the cost of hire by automating repetitive jobs like scheduling, answering general queries about roles and job application status, and letting the recruiters focus more on branding and candidate engagement.
Recruitment Smart’s, since its inception, has forayed into the AI space and has been building software product and applications that could leverage the capabilities of AI’s machine learning algorithms to reduce HR’s operational cost and increase efficiency. The focus has been towards bringing out disruptive technologies. Its customized HR solutions, catering to all sorts of budgets and goals, enabling the development of an intelligent enterprise.
Recruiters need to Accelerate Hiring
Every day the HR department is inundated with job applications, and in today’s candidate-driven job market every recruiter aspires to accelerate hiring and recruit the ‘right fit for the job’ candidate from a pool of candidates. Every recruiting process has a repetitive task from screening, to scheduling job interviews, to answer questions pertaining to the job profile; all of which if done manually would require lots of man-hours, eventually resulting in missed opportunities.
Every recruiter is racing against time to find and connect with the top candidates, leveraging every possible ounce of technology-driven innovations. Sniper AI, one such innovation, can parse data from any unstructured data, match candidate, internal or external and instantly score them to each job specification, shortlist them with a single click and export all this information on a dashboard with social media sharing and email capabilities.
The chatbots on the back of machine learning capabilities can reduce the cost of hire by automating repetitive jobs like scheduling, answering general queries about roles and job application status, letting the recruiters focus more on branding and candidate engagement. The conversational chatbot can have a personalized conversation with hundreds of applicants in a short span of time, at their convenience. This enables instant engagement and accelerates the hiring process.
ENHANCING EXISTING HR INFRASTRUCTURE
Sniper AI enhances an existing infrastructure by integrating with an existing database or ATS such as Taleo, Greenhouse, etc. to tap any passive candidates to constantly rejuvenate the talent pipeline and keep abreast with any impending requirements. With Sniper turnkey allows recruiters to easily draft jobs, match them to a candidate and share them with partners and social media sites. The capabilities of Sniper AI reduce the internal manpower by 53%, saving considerable cost.
Based in the City of London, Recruitment SMART is an HR tech startup on a mission to bring disruptive technology to the recruitment industry. They are developing Artificial Intelligence and Machine Learning based sourcing solutions. The team includes veterans from both the recruitment and tech industries and has client globally in the UK, US, and APAC. Feel Free to Write to us at [email protected]
There are myriad of HR tools that continue to enter the market, vouching to find the most qualified candidate in the digitization era. Chatbots are one such innovation, driven by AI and powered by neural networks to mimic the conversational capabilities of humans, without the actual human intervention. But, why the need for digital assistance chatbot. Well, to begin with, it allows for quick communication between HR and the candidate. Secondly, it offers multichannel offering depending on the strategy of engagement and thirdly it expedites the application process by parsing irrelevant data.
Recruitment Smart’s involvement in designing and developing recruiting chatbots is quite unprecedented. Missed communication is akin to a missed opportunity to hire the best candidate. Recruitment Smart’s, AI-powered chatbots, eliminate the communication gap by leveraging machine learning capabilities to conduct a conversation via auditory or textual methods.
The digital assistance chatbots inject relevancy in the hiring process making the recruiter/applicant exchange worth the while. It enhances the brand quotient and refines time utilization, resulting in fruitful candidate engagement, improved brand perception, and a platform to attract the best talent. The chatbots are as good as the data marts they base their data models on. The more data you feed the chatbots algorithms, the better they become in making accurate decisions. At Recruitment Smart we are continuously improving our chatbot capability by building templates to deliver the best in class conversational experience.
Candidates can leverage AI capabilities and enjoy a seamless job application process. The process streamlined to only one step of uploading a CV in the desired format which is readable by the AI, machine learning algorithm. AI, then parses through the CV and ascertain the candidate’s skillset and maps it with the listed jobs that match the candidates resume to the “T”. The AI then furnishes the list of recommended jobs for the candidates’ perusal. The different stages of the application are facilitated by different instances of Sniper Recruitment AI chatbot, for example, pre-screening Sniper AI chatbot, Interview scheduling chatbot during the interview process and Onboarding chatbot upon selection.
Recruitment Smart, through its AI and machine learning capabilities, propagate “intelligence” in the recruitment process. The cognitive and predictive capability of AI enables the recruiters to spend more time converting candidates into employees and enhancing customer engagement.
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.
It’s imperative to have objectiveness when it comes to hiring decisions, a lack of it can undermine the efficacy of the business. Hiring managers, inadvertently judge a candidate based on their own experiences within their professional and personal domain, forming a preconceived notion about certain traits or characteristics.
The integration of AI and Recruitment for recruiting application in the hiring process will provide an unbiased perspective, devoid of any human emotions. It creates data points using algorithms and formulates patterns which increases the chances of hiring the right fit for the job. AI-based software like HireVue uses intelligent video and text-based software to predict the best performers for an individual job requirement by creating numerous data points from the video interview.
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, unwavering enthusiasm while answering “n” number of calls, without being muddled by the vagaries of human nature. A Recruitment AI Chatbot on the back of machine learning capabilities can collect and screen a vast array of resumes and rank candidates on metrics such as skills, qualifications, and engagement to assist the decision-makers to make an informed decision. Regardless of the volume of candidates, each candidate will receive timely correspondence via AI-powered workflows.
Although AI-powered chatbots can vastly reduce the percentage of the human bias, it cannot eliminate it as the algorithms are only as unbiased as the programmers who program them. Invariably there is a chance of the prejudices creeping their way into the data used. The best way to counteract this is to employ a diversified chatbots development team combined with high cultural intelligence.
The HR domain is ensnarled with a slew of mundane and repetitive tasks, preventing them from focusing their capabilities towards more high-yielding areas. The advent of new technologies has resulted in the dawn of disruptions that have transformed the way the 21st-century business functions. The older workplace dynamic has given way to the rise of Intelligent enterprise where technology drives the business through actionable insights across all lines of business. A conversational chatbot is one such example of technological advancement which through its cognitive abilities and NLP is driving personalized and precise dialogues, catering to numerous employee-related processes.
The employees nowadays want everything at the click of a button or via a provision of a live and conversational chat. The time is of the essence for any engagement and any lack of it is detrimental to the overall image of an organization. Conversational chatbots allow uninterrupted and personalized dialogue from the very first engagement with the employee.
Skilled candidates are like gold dust for the success of an organization. A skilled workforce is the need of the hour in today’s competitive recruitment landscape. It’s the skill gap which stunts the growth and competitiveness of a company. With everything the same, it’s the recruitment process which influences a candidate decides to choose an organization. In a candidate-driven recruitment landscape, the likelihood of losing out a good candidate is quite high if the process unnecessarily drags out.
Lapses in communication around hiring requirements result in the skill gap. It is critical to assess the current workforce skill set, along with future requirements. The following are a few of the ways an organization can build critical-talent pipeline:
* The job description to should concise and precise
* Keep an account of internal and external talent pools
* Do the gap analysis between available and required skill sets
* Formulate strategies for developing or acquiring the talent to plug the gaps
A recruitment process without information touchpoint at the various step of the hiring process can result in ambiguity and an impression of detachment on the company’s part. There are so many recruitment horror stories bandied around in various lines of business, about an elongated hiring process where the candidate is left in a lurch to fish around in the dark. The rise of the smart chatbots has added an extra dimension to the hiring process due to their 24/7 availability to answer many frequently asked question thereby keep the candidates in the loop.
The adage” time is money” is more applicable in today’s competitive recruiting landscape and according to CK Science, UK’s leading recruitment companies, 67% of candidates prefer CV’s over an application form and 24% of the candidates won’t bother to complete their application due to the sheer length of it. Not surprisingly 94% of the candidates preferred 1 to 2 interview stages.
The candidate is not the only one under scrutiny during the recruitment process as for a candidate it’s an impression of how a company is run. It’s imperative to use the hiring process as a marketing channel, to showcase a seamless process to attract the best candidates.
The key differentiator for a recruiting company is their ability to deliver the “right fit for the job” candidate in the least turnaround time with precise accuracy time and again. In today’s dynamic candidate driven hiring landscape, companies are vying for suitable candidatures to maximize their bottom line, in turn increasing their brand value and market footprints. Every recruiting process has a repetitive task from screening, to scheduling job interviews, to answer questions pertaining to the job profile; all of which if done manually would require lots of man hours, eventually resulting in missing the opportune “hiring window”.
An effective hire hinges on the effective utilization of HR technology solution. Sniper AI, Recruitment Smart’s, game-changing AI is one such solution which augments the hiring process and delivers a unified view of the right candidates from all sourcing channels.
Recruitment Smart key differentiators, AI and machine learning breeds “accuracy” and “efficacy” in the recruitment lifecycle, handling recruitment specialist a moniker of a “recruiting ninja”. It augments the existing infrastructure by integrating with virtually any existing database or ATS Tracking Software. Sniper AI automates the screening process and makes resume overviews and comparisons more efficient through its metric-based evaluation algorithms. Sniper Turnkey offers a complete online applicant tracking system that allows you to easily draft job specs, match them to candidates, and share them with partners and social media sites.
Missed communication is akin to a missed opportunity to hire the best candidate. Recruitment Smarts, AI-powered chatbots, eliminate the communication gap by leveraging machine learning capabilities to conduct a conversation via auditory or textual methods. The benefit of chatbots is their 24/7 availability, and their ability to have a human-like conversation, on demand.
Recruitment Smart, through its AI and Recruitment machine learning capabilities, propagate “intelligence” in the recruitment process. The cognitive and predictive capability of AI enables the recruiters to spend more time converting candidates into employees and enhancing customer engagement.
To know more about Recruiting Ninja and learn how one can manage the better visit https://recruitmentsmart.com/
The predictive recruitment analytics have been around for some time now but the growing volumes of data, cheaper and faster computers, cheap storage facilities and above all fast and competitive environment has made organizations turn their attention to it now in a big way. It analyses candidate data from sourcing channels, social media, ATS Tracking Software, and assists recruiters optimize their hiring strategies and improve future talent pool.
The predictive analytics tool reduces the recruitment lifecycle by automating the initial redundant and long-drawn process of attracting talent (posting ads), sourcing and Automated Resume Screening. The reduction in time to hire generates a far higher response rate and helps in better candidate experience.
The predictive analytics is used to qualify the leads and ascertain the effectiveness of the marketing campaigns. This would provide a clear picture of the resource allocation requirement based on the lead’s response.
So many corporate stories of a bad hire are bandied about nowadays. Apart from the monetary loss, productivity lags due to a bad hire rub the wrong way on the remaining employees, resulting in demotivation and lack of commitment towards the company’s goal and vision. Machine learning and AI are changing the way “BIG DATA” is now dealt with, with the single aim of providing a glimpse into the future. Predictive recruitment analytics can reduce attrition rates and bad hire scenario by matching the job description to the candidates’ profile to the “T”, churning out a fit index which showcases how to fit the candidate is on every level.
Learning and Development arm of the HR is also enjoying the benefits of the predictive analytics capabilities of algorithms to customize the training activities in sync with the demand for the latest technologies, making the employees relevant and ready for future projects. This forges a long-lasting customer engagement and maximizes the return on investment.
Predictive analytics has the power to provide insight into the future, based on factual data sets. It optimizes operations and increases value, positioning a company at a vantage point in a competitive landscape. The usual caveat to using the predictive recruitment tools is the manner in which it’s used, as drowning in meaningless data will result in convoluted data sets and patterns.
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.