Artificial Intelligence for Recruitment
There has been a surge of interest in Artificial Intelligence with the rise of various AI in the technology space such as ChatGPT, Google Assistant, Chatbot, Leap AI, and many more. This leaves us a question on how AI can support certain functions that we normally do, and definitely recruitment is one area that can fully benefit from AI technology.
Currently, the post-pandemic situation has ease-up the hiring momentum as vacated positions during great resignation are trying to be filled. New roles and functions are being opened as we learn more about what retention efforts must be done in an organization. Securing layers and layers of manpower in order to ensure business continuity when the need arises is also a top priority. Recruiters have been grappling with the competition on staying ahead of the hiring goals and there has been a tremendous pivot as AI steps in to help on this.
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Targeting passive candidates - Traditionally, people would really seal their career in an organization for a long term. Nowadays, there has been a trend of keeping the option to move to another company open always due to a thirst for learning and experience - particularly broadening their area of scope or career growth. Some are due to a pay hike that one can get as you increase your experience and expertise. And some are just a pure interest of career shift as people learned new skills during the pandemic. So people are now always on the lookout for the best opportunity that suits their needs at a certain time.
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Keeping the pipeline healthy - As product people keep a healthy backlog for the team of engineers to work on in accordance with a company’s vision, it is important that organizations keep a healthy pipeline of candidates. Candidates now can be very dynamic, as a recruiter it is important to use tools in order to keep track of this fluidity of talents. In our experience with LinkedIn, when you update your profile from being a nurse to a software engineer, the site can just automatically detect that career shift and match one to a software engineering open positions at a certain location, number of experience, or industry.
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Keeping up with the recruitment, hiring and onboarding pipelines - In recruitment, looking for candidates is just one step under the hiring process. Now that the recruitment process has moved to a funnel model where every step used to be run in parallel, a good tool can help recruiters manage this accordingly. Tools can help them track what happens across the funnels and even see where candidates are already in the hiring steps as well up to their onboarding.
Ultimately, people are now not only looking at opportunities - what a company can offer in terms of the work itself - but people are now very conscious of the totality of the process experience. This means, people may lose interest when the recruitment, hiring and onboarding process are not delightful to them.