How the Hiring trend has updated with AI Technology and Data Science

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5 Surprising Facts

How Hiring is a science?

Introduction

Thousands and thousands of job applications pouring in every day, hiring metrics is now a science. Data and the science of data has been implemented as a hiring art by HR’s all over the globe. Data over the years is vital in determining what attributes successful employees share and the hiring strategies expose those attributes for the perfect fit/true match for the job role.

Nonetheless, AI-Artificial Intelligence with technology is now playing a robotic role in hiring metrics. Today it has made hiring a data science. Thus making hiring for HR’s a smooth scientifically driven process.

What HR wants in the AI Robotic technology and Data Science that is coming up with 5G?

Here are some highlights which are kept in mind during the process of hiring with metrics tools being introduced in the hiring process.

Fact One

  1. Turn Around time

Companies and AI with scientific algorithms focus on reducing the TAT (Turn Around time). This ensures shortening the time gap required to access the candidate fitment.

What the key focus is that there is more time with the HR Manager to spend amongst the shortlisted candidates (processed data) than with raw data.

  1. Volume

The volume of data is huge. What the companies and HR want in the new tool of hiring is that there should be an ‘Unlimited number’ and a wide pool of candidate screening.

This too without any limitation of in structure requirement for the screening processes. This is a new high for recruitment that all HR people are looking around for.

  1. Reliability

The data the companies receive should be singular and directly from the candidate as is the current trend. This ensures ‘highly reliable’ and accurate data.

However, the final hiring judgment is still left to the HR Manager, without any interference.

  1. Consistency

The formats for input should be consistent for all.  The outputs should be ‘same’ for every data point and ‘candidate’ information. There is “single resume and report format” for all processed/shortlisted candidates.

  1. Cost of Hiring

All companies and HR aim for economies of scale in pre-hire screening by removing requirements of manual intervention and equally evading cost of self-estimation of candidate fitment.

Cost cutting in the hiring process shoots up marginal profits is the main aim of the hiring tool in hiring trend.

Fact Two

  1.  Focused on fitment:

This aims for removing the noise in hiring and bring the best fitment for the job role.

 2. The candidate is involved:

The candidate is an equal partner in the hiring process so direct sharing of data by the candidate directly into the AI driven metrics tool on which technology is working on to ensure accuracy.

Only focused candidates

Target the serious candidate – candidates taking the time to take the assessment.

They are investing their time and energy.AI driven hiring tool modules aim to bring up these in their HR   tools.

  1. Increased reach

Beyond the hiring Universe – candidates on the AI driven metrics platform should also get notifications if the job role matches their profile. This will be an extra edge for the candidate.

Fact Three

The 4 pillars that the AI driven hiring tool should have is:

  • JD to Resume Match

This is the preliminary round or screening every candidate has to go through.

  • Aptitude Match

This is the first round of online assessment for the candidate.

  • Skill & Competency Match

This is the next level of assessment after the aptitude match.

  • Psychometric Match

Psychometric testing during the recruitment process to help give a better overall evaluation of a candidate and hopefully secure the best fit for the role.                               

 Fact Four

 The AI-driven hiring tools should be effective for:

  •  Human Resources                                                                         
  •  Project Manager                                                                                   
  • Fresher 
  • Lateral 
  • Senior                                                                                                                 

The process should be simple yet robust to create JD, share with a colleague for editing and invite candidates for completing the assessment process and generating reports online.

Fact Five

Why is the future?

The future aims for the following:

  • The talent tool will aim for HR Analytics. They intend to track candidates over the long term. The reason for doing so is simple; it will make the system efficient. Thus robust and competent for the future ahead/next generation hiring history.
  • Add efficiency to the hiring and screening /short listing process.
  • Add value for both the Consultant and the hiring Manager by improving the process and also aid that the candidate finds their true port of call.

Conclusion

As one is successful in creating this tool for hiring metrics they will shoot for higher goals.

What will the future be after the above is achieved by the hiring tool?

Engage deeper measures of performance and attrition efficacies and employee engagement matrices.

Data drove decisions in the matter of Human Resources within the organization, the larger beneficiary being the businesses that benefit from HR Analytics.

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