Start Using AI for Talent Acquisition to Increase Efficiency

Have you tried reducing workload with the help of advanced technology? Most leading organizations are using automation tools to reduce human effort. So can you, with the help of artificial intelligence (AI). In this article at Forbes, Tom Taulli shares reasons to try AI for reducing hiring hassles. Advanced technologies should get you experienced professionals with relevant skills in a short period. You can further evaluate shortlisted people for the desired job openings in your company.

Facing the Facts

According to the recent data by the Labor Department, there were 9.3 million job openings in April 2021! Since the pandemic fear is declining, employers are ready to bring new employees on board. Nonetheless, the gigantic challenge of finding top candidates remains persistent.

Many organizations have opened their arms for skilled professionals available on social media platforms like LinkedIn. However, you cannot spend the whole day searching for the right person for your company, depending only on keywords. So, AI can help you shortlist a pool of talented professionals.

Superpowers of AI

Artificial intelligence can find and solve complex data sets to improve recruiters’ efficiency. Findem CEO Hari Kolam unveiled a recent study about passive candidates’ hiring in 2020. About 74 percent of talent acquisition leaders were looking at inactive applicants. So, AI helped them fulfill client requirements in only ten hours and even close positions. Artificial intelligence can analyze and pull data on hundreds of passive candidates inaccessible on job portals.

AI understands the customized needs of your clients to efficiently deliver personalized information of the candidates. HackerRank CEO Vivek Ravisankar notes how automated job interview schedules and follow-up emails have resolved their time management problem.

Drawbacks of AI

Nevertheless, artificial intelligence has its own set of risks. Sometimes, the algorithms are inaccurate. Organizations using conventional procedures and data are the perfect instances of AI downsides. Ingrid Burton, CMO at Quantcast, points out how AI excluded women candidates in a hiring process following the conventional male-dominated data bank. To overcome such flaws, you can execute good governance or improved AI algorithms. Be sure to involve skilled professionals and experts in the hiring process for critical decision-making.

Click on the following link to read the original article: https://www.forbes.com/sites/tomtaulli/2021/06/11/can-ai-solve-your-hiring-problems/?sh=641bcce9f59b

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