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5 Ways Machine Learning Is Transforming Recruitment


5 Ways Machine Learning Is Transforming Recruitment

With more employees working remotely due to the coronavirus pandemic throughout the first half of this year, technology has become even more crucial to human resources departments. Several HR trends have been noted by experts, including increased use of artificial intelligence in recruiting and hiring, development of workplace tools for financial knowledge, mental health, and increased automation.

HR personnel used to record information in a manual and partially automated manner, before machine learning came as a savior for them. Machine learning can accurately accept, store, process and manage these huge amounts of data and through simple analytics offers smarter insights and understanding.

1. Sourcing and Screening Candidates

For human resource managers, one of the most complicated tasks is to screen applicants from a massive talent pool that would best meet the requirements of the job role. A huge amount of time is often spent on trying to conduct the first round of screening to assess a potential candidate ‘s abilities.

Now this work can be done by an AI-based mobile application that will approve a resume, “ask” the required eligibility questions and analyze the answers, allowing the HR personnel to make a decision about whether it should pushed to next level of the recruitment cycle. In addition, the use of machine learning in HR can help identify how much interest the applicant has in the proposed job opening.

2. Reduced Hiring Time

You might already be aware of how long a hiring process can actually take. From shortlisting candidates to reviewing candidates to interviewing them, it may also take up to 2 months to hire a single applicant. This time differs from business to business. The larger the business, the longer the recruiting process.

The most time-taking functions while recruiting a candidate are screening, shortlisting and interview scheduling. What if you have a tool to put all this up for you? Yes, applicant tracking systems, popularly known as ATS software, are designed to manage the end-to-end recruitment cycle, thereby reducing the hiring time drastically.

3. Remote Onboarding

Finding and recruiting the ideal candidate is just the tip of the iceberg. The effectiveness of working with a new employee in certain ways depends on his first week or month in the organization. As a rule, managers dedicate a lot of time to a new hire in order to make the transition as smooth and relaxed as possible.

But the machine learning and automation will perform this function for them and will provide feedback to the employee through organization policy, setting up the sessions and resolving the issues if any. Remote assistance round the clock saves managers’ time and helps the employee to get used to the whole new culture and figure out the required details without the HR personnel getting involved in the process.

4. Online Training Programs

Recently there have been many issues relating to induction of young generations into the workforce. The profound shift in young people ‘s ideals implies more interactive and engaging strategies to constantly keep them motivated.

Analytical machine learning techniques in HR allow the evaluation of an employee’s individual needs, abilities and interests. This allows managers evaluate training plans, make predictions and analyze trends of employee behavior. In addition, the use of machine learning software helps find appropriate ways to offer incentives and appreciation for an individual that will meet their needs by valuing their efforts.

5. Feedback

Most businesses perform annual workforce assessments to gain input on organizational operations, departmental performance, and communications. This is important to incorporate effective changes and strategic human resource management growth. The data collected can take days, and sometimes weeks, to process. Using machine-learning in HR will solve the problem.

The research is now done easily and rationally thanks to technology, as it can be carried out simply based on the predefined categories and parameters. This allows such surveys to be performed several times a year and any improvements to be made in a timely and efficient way, thus greatly enhancing employee loyalty, overall attitude, and increasing productivity.

Bottom Line:

Machine learning has been a major component of human resources now! Not only does it help them to work efficiently, it also allows more flexibility to HR professionals to concentrate on more critical tasks. Machine learning will offer a brighter outlook for the human resources world in the future.

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