Category: Recruitment & Selection

Many companies are guides on how to recruit employee with AI. These days, AI is nothing new as it helps the process into a more efficient and streamlined one. As the job market gets even more competitive for both companies and employees, they have no other choice but to use AI. Artificial Intelligence.

Utilizing AI for recruiting can help a company of any size to find the best candidates. And the applicants can use AI to find the best-matched company to work and be loyal with.

How to Recruit Employee with AI

Instead of thinking of it as a high-tech thing, AI for the recruitment process comes in various forms. One of the most popular is the applicant tracking system or ATS. This system will automate the screening process. It will notify the HR if an applicant has applied before and the HR can compare their applications.

Anyhow, AI is not a magic trick as HR still needs to do some leg work during the recruiting process. The difference is they only need to work less on some of the repetitive tasks of screening and streamlining the process. They can focus on preparing the applicants for seamless integration into the company.

Using AI for recruiting means utilizing new technology for the company’s benefit. And even though it sounds scary at first, AI can be the answer that the company has been looking for all these years.

Benefits of Using AI for Recruiting

AI comes with various benefits, primarily on how HR can tailor the parameter to fit their needs at that time. Here are some of the most prominent benefits that the company can enjoy.

· Increased Efficiency

AI is equal to being efficient. Utilizing AI for recruiting can massively improve efficiency. Since up to 80% of the applications are unqualified candidates, HR has been wasting their time doing the screening process. It reduces up to 24 working hours for HR to get to the next process.

But with an AI, HR can set the parameters and have the AI work on the arduous tasks. AI will screen the applicants and send notifications when they have enough applicants.

Using AI is more than just speeding up the recruiting process. It’s about being efficient in streamlining the recruitment process. Also, it takes the burden off of HR on losing the best applicant from not being fast enough.

· Improved Candidate Quality

In addition to the automated process, the company also will see improvement in the candidates who apply. This result is separate from the automated screening process. Most companies can see the improvement after using AI for recruitment at least four to six times.

In some cases, they may see the improvement right away. As the words get around on how the company has been looking and hiring only high-quality applicants. Both candidates and the company can benefit from this situation.

When more candidates meet their ideal companies and vice versa, it will lead to better employee retention. Happier employees mean they are more productive and less likely to resign after only a few years of working.

· Cost Savings

Even though the initial cost may be high, using AI can save the company in the long run. HR doesn’t have to work long hours. They also can assess the applicants better and only hire the best candidates.

Using good software during the recruitment process also helps the company in managing the employees. They can work on efficient and effective working conditions that will guarantee the best productivity.

Potential Challenges of AI in Employee Recruitment

Keep in mind that there is no perfect technology, and AI is not an exception. There are several issues that the company will face from using AI during its recruitment process. Even with all of the benefits, some companies often choose to neglect AI altogether.

· Data Privacy

With data rising in importance as the new currency of late, keeping it private has become a priority. However, the company may be risking some of the applicants’ data when they use AI software.

Since most of these software are using cloud technology, they are susceptible to a digital attack. Security is only becoming more important.

The solution to this issue is by having an in-house recruiting system. They still can use AI but with limited capabilities to prevent data leaks. However, it may not be the best solution since an in-house system takes years to develop and there is no guarantee for them to give the expected result.

· Human Error

Most people forget that AI technology still needs human interference. In terms of use, human, or in this case HR, is responsible for the result. They need to input the values and parameters they are looking for. And since it’s one of the initial recruitment steps, any mistake in hiring can happen.

Another error that may happen is how HR misinterprets the AI result. Just because it’s from the machine, it doesn’t mean that it has an absolute value. AI as a model language is still undergoing the process to recognize other qualities and parameters.

Even though they use AI, HR still needs to do some manual work on the process. They need to manually check some of the candidates that AI deemed as highly unqualified. No need to worry since it may only be a small percentage of the whole applicants.

Conclusion

Recruiting with AI can be very beneficial for the company that has been working to streamline its process. HR doesn’t have to spend long hours screening the applicants.

The more they do less strenuous work, the more they can focus on other HR-related work. They can focus on employee retention and provide a good working situation for the recruit.

Despite all of the benefits, HR also must be aware of the challenges in the recruiting process. In addition to knowing how to recruit employee with AI, HR also can learn how to tackle the challenges.

Not many company owners realize that recruiting and retaining top talent is beneficial for reaching success for their companies. Talented employees contribute to the company’s success in the long term. No matter how good are the strategies of company owners to build their companies, they don’t work without talented employees.

The reason is that there has been such great competition between companies. There are increasing phenomena of artificial intelligence that seem unstoppable. It is almost impossible to stop globalization, so there is no other option for company owners to meet the specific demands of consumers or clients.

Talent management is the main important step for human resources managers to hire talented workers. Every company needs workers who own capabilities for keeping up with this changing pace. They should be able to adapt to the latest trend, have good literacy in technology, and work well with team members.

Mostly, highly reputable companies worldwide want to make sure that they hire the right employees for their jobs. It is the first step before those employees are obliged to apply good strategies in reaching the company’s goals.

The main priority for those companies is the right person to do the right job. Employees have their own excellent capabilities in keeping up with constant changes that might happen. One of the main evidence of unexpected circumstances is the Covid-19 pandemic that brought significant changes to the world.

The only solution for increasing the retention of workers is by generating a series of training programs in more effective ways. It is common to find out company owners who have to fight hard in achieving their goals instead of generating creative ideas in place. This is merely because most programs are not the ideas of the employees themselves.

But, employers should understand that they shouldn’t count on training only. It is good for teaching new skills to employees. Yet, it is still the beginning of the process of retaining top talent.  

The fact is that employees get their new skills through their daily activities. Their chances of solving problems appear during their activities in the offices or factories. Even very slight problems can be good learning in the workplace.

Top Strategies in Recruiting and retaining top talent

The most effective strategies for recruiting employees and retaining their talents include:

1. Finding The Right People

In this case, it is important to recruit employees who can easily adapt to facing any situation before handling problems smoothly. They should stand the test of time during uncertainties, or even chaos in the company. It is recommended to recruit experienced employees, instead of merely selecting them from their academic grades.

Once employers have identified the skills of any of the team members successfully, find a good training coach to help them in developing the skills. Training is the first step to delivering the right learning method because employees don’t only engage well with each other, but they can also remind each other when they are applying theories that they have learned.

2. Creating Good Working Environment

Employers have to create a good working environment in order to appeal to employees to work productively. Workers who feel comfortable working in a good working culture tend to be more productive than those in a toxic environment.

Some employers consider that their reputable brands are enough to keep employees. It is true that customers may be impressed, but it is not enough to maintain employees. In the end, it is the working environment that keeps employees to work productively.

3. Intensive Training Sessions

Retaining top employees is best with intensive and continuous training and coaching. Reaching potential is much easier when employees update their skills and knowledge. By doing so, the whole team is growing.

Most of the time, the low performance of an employee can be caused by several reasons. It can be due to miscommunication or a skill gap. Some employers consider that some of the team members are underperformers. This is because they assign the wrong roles to them.

This is the main benefit of training sessions and continuous coaching. Through intensive training, employees can find out their skills so they can develop their potential. Rolling positions is very common in order to assign the right role to the right employees.

4. Personal Approaches

Don’t think that personal approaches are not important. When any of the team members don’t perform well, then the department head should make a personal approach. It is important to find out about things that affect those employees who might not meet the company’s standards.

Personal communication can help employees to build their responsibility by doing their roles very well. When there is good communication between employees and employers, there will be good teamwork. Anyone in the team can remind each other and maintain each role for boosting productivity and good performance.

Begin by asking questions about employees to obtain insights. The main principle of retaining top talent is providing empathy. Just like a brand should understand the needs of customers, employers have to understand the needs of employees.

5. Routine Feedback

This is one of the most important steps in recruiting and retaining top talent. Feedback can be very valuable during the process so employers can begin by setting concise expectations. Working with employees to determine goals for moving forward is important as the team keeps carrying out its efforts.

But, it requires patience because discussing any failure or success without being judgmental can be challenging. There are times when an employee fails to try a new project. It is important to appreciate the effort because learning through experience is worthy.

Employees can start scheduling personal meetings regularly with every team leader. It is not only crucial for checking in on each project, but it is also good for finding out the progress that each leader has achieved. Personal meetings are also important to figure out what tasks they can accomplish successfully or find challenging.

So, recruiting and retaining top talent can be challenging or easy. It depends on how company owners manage the recruitment process and make good approaches to increase their employees’ productivity.

In the business world, it’s important for hiring without bias to be able to exist. It’s more than having a diverse and inclusive workforce. But it also will ensure that the company will survive and only have the best talents. The recruiter’s job is to hire the best person for the position. As it will affect almost every part of the company, they can’t let their unconscious bias leak and show through the recruitment process. It’s even more important since a biased recruiter may give the applicant a negative experience.

What is hiring without bias?

In short, this concept highlights the applicant’s skills and how they will fit in the work environment. It surpasses the skin color, religion, sex, and racial background of the person. The applicants need to exhibit their skills and ensure the company that they are the right person for the job.

Having an unconscious bias can be difficult to notice. Even more so when the recruiter or the company has a strong alliance with specific segments. For example, a company may only take applicants who graduate from university A disregarding their GPA. Sometimes, these biases can be conscious as the recruiters explicitly mention the restrictions.

There is a vast difference between requirements and restrictions. Opening a job vacancy for someone with specific certifications count as a requirement. Insisting that only applicants from specific schools can apply is a restriction.

Benefits of All-Inclusive Hiring

Unfortunately, most companies think that all-inclusive means hiring token employees. They will only take the applicants that fit their gender or racial quota. Rather than seeing it as a trend, the company needs to see how much it can benefit from being all-inclusive.

1.     Increased Productivity and Performance

The primary benefit is having an improved performance. It’s one thing that the company can’t deny as they have the best person on the job. In addition to improving general performance, it also leads to a new dynamic in the work environment. Eventually, it will lead to new ideas and collaborations. It’s a win-win solution that will benefit the employees and the company at once.

2.     Enhanced Reputation

People’s perception is one thing that nobody can control. While some will see the company with inclusive hiring as responding to trends. Some others will take on a more positive light. It also will increase the number of applicants who want to work in the company.

Strategies for Hiring without Bias

Hiring the right employees can be similar to finding that missing puzzle piece. The company needs to have the right person responsible for the recruitment process to ensure they will hire the right person. But the recruiter is not the only person responsible. Everyone in the company needs to work together to create an inclusive work environment. 

1.     Unconscious Bias Training

It’s crucial to have these trainings regularly for all employees. It will help them to be aware and sensitive to the situation. This training also can mitigate several issues that may happen in the future.

Human resources can have multiple people in the recruiting team to have diverse opinions on the applicants. At any rate, the training will have a direct and impactful result when they interact with the candidates.

2.     Blind Resume Reviews

Many recruiters choose this method as the most effective way to reduce their bias. They will remove all basic information such as name, age, and sex in the curriculum vitae. And see the applicants based on their work portfolios and other information. However, it has crucial flaws since it may favor specific schools.

Some recruiters may take it further and only focus on the applicant’s skills and test results. Researchers believe this is the most viable method to reduce unconscious bias.

By focusing on the skill, recruiters can be confident that the applicant will fit right into the job. They will have less time to adjust to the environment. And because they already have the skill, the company can focus on employee retention.  They can sign the employee up for classes and renew their certifications.

3.     Structured and standardized Interviews

Having a structured interview means the recruiter is ready with a bias-free set of questions. They can mix the questions between understanding the applicant better and how adept they are with their skills.  This is even more important if there are too many applicants and the recruiter has to do a group interview. The applicant who stands out is the one with the best personality and competence.

It’s important to note that the interview must follow the correct standard. The recruiter can set up these values with their team before they start the recruitment process. Having a standardized interview as part of a streamlined recruitment process will boost the company’s efficiency. Another plus side is it will leave a positive impact on the applicants. They may better themselves and re-apply again at a later date.

When the recruiters are a group of people from multiple disciplines, these standardized points can help them. It will ensure the recruitment process goes smoothly and keep the focus on the applicants. 

Consider hiring from underrepresented communities

It can be very challenging. These communities often have their reasons to exclude themselves from the public. As they also have fewer chances to pursue the necessary education.

Therefore, the company can work with local groups to improve their skills. They can hold training or the much-needed internship for the community members. Even when they are not part of the company, they will take the skills with them and be able to improve their well-being.

Harvard Business Review highlighted that recruiters have inherent biases that reflect on the candidates they hire. However, it doesn’t mean that hiring without bias is impossible to do. Using multiple methods such as blind review and multi-person interviews will ensure they have less bias against the candidates. After all, the best person with the right skills and certifications is the best candidate to hire.