At first glance, AI for Recruitment may seem like one of the latest trends. In reality, AI (Artificial Intelligence) is reshaping our businesses, our lives, the way we think, and the way that we will work and lead companies in the future.
Unfortunately, too often, AI for Recruitment initiatives are seen as a plug-and-play technology that focuses only one or two recruitment funnel tasks. However, AI for Recruitment is so much more. When done well, it’s a long-term investment that continues to improve over time and enables companies to remain competitive in a challenging job market.
What Is AI (Artificial Intelligence)?
At its core, AI is a business transformation process in which existing business activities are made adaptive and flexible enough to create a personalized experience for the customer. To develop this tailor-made experience for customers, AI using real-time data to create a living, dynamic, and optimized processes that have humanistic capabilities, such as learning, sensing, understanding, and acting. Over time these AI transformed business processes bring more value to customers and have a higher impact on business outcomes.
The Evolution of AI: In the Context of Work
To fully understand how AI fits into the recruitment process, we need to look at how work itself has evolved over the last centuries from a historical business context.
Traditionally, the business of work was to survive. Over the years, work gradually evolved from agriculture to craftmanship. At the turn of the twentieth century, Henry Ford ushered in a new concept of work, the Standardization of Processes, and introduced the factory worker. With this new concept, businesses could measure, optimize, and standardize each step of the work process to achieve ultimate effectiveness.
At the end of the 1970s, and the beginning of the 1980s, IT (Information Technology) was introduced, which made it possible for businesses to go one step further to provide efficiency in how we connect services, production, and distribution.
Today, work is changing again, thanks to the introduction of AI in the workplace. With the help of real-time data, businesses are reimagining and designing adaptive and flexible processes that help to build more personalized services and products. This transformation is not only creating a paradigm shift in how we do business but also the way we will work forever. In the new era of work, new ways of working will emerge, bringing with it, new jobs and roles, in order to create the ultimate human-machine collaboration.
AI for Recruitment: Adapting a Future-Proof Hiring Process
Since AI for Recruitment is more than a plug-and-play tool, it’s important to look at the overall recruitment strategy. You must determine how the hiring strategy fits into the overall company goals and values. Start this process by asking yourself these three primary questions.
- What do you want to achieve with AI for Recruitment?
- How will AI for Recruitment fit into business goals?
- How will AI for recruitment transform HR?
This is the first and most important question you want to ask yourself. For example, do you want to improve hiring outcomes, enhance the candidate experience, or boost retention rates? It’s vital that you set specific goals you want to achieve with AI for Recruitment. This step will enable you to measure results, make adjustments as necessary, and ultimately improve the hiring process.
You also want to take a company-wide view of AI for Recruitment and determine how this advanced technology fits into the overall company goals. For example, consider how this technology can help enhance employee engagement, boost job satisfaction rates, and even improve productivity. Understanding how AI for Recruitment can impact overall company goals can help you create a strategy for success.
One thing many businesses don’t consider when implementing AI for Recruitment is how this technology will transform the HR department. There is no doubt that AI will take over some of the tasks currently being performed by your recruiters. The question is, how does your company want to redirect this time. Keeping the company’s overall goals in mind, you will need to decide if you want to scale down the number of recruiters or use this extra time to invest in creating the best candidate experience possible.
AI for Recruitment: Humanizing the Candidate Experience
Ultimately, AI can add value to the entire company by allowing it to redirect recruitment time to more human-centric strategies, such as gathering and analyzing valuable candidate insight, increasing candidate satisfaction, and enhancing the candidate experience. In turn, these steps will enable the business to better align the company culture with the recruitment process and to create an adaptive business structure to attract, identify, and on-board top candidates. At Tulsie, we help companies look beyond the job board. We provide insight to help them better understand the mindset of their ideal candidate. This insight helps to create a personalize recruitment journey that is uniquely suited for your target candidate. This invaluable data enables employers to improve hiring outcomes, as well as overall business outcomes.
Learn more about how Humanizing the Candidate Experience for the future by contacting Tulsie today.
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