AI Technology Could Simplify Hiring

Smarthveer Sidana, Founder & CEO of HireQuotient.

When ChatGPT made its grand entrance, ripples of excitement and fear across the business world were tremendous. Of course, the “AI versus human” theorists immediately began to paint a grim picture of how this kind of technology would wipe out jobs. Within the human resources world, there’s also been particular concern about biases present in machine learning protocols. But throwing the baby out with the bathwater is simply absurd, especially with the ongoing competition for talent. As a hiring professional, incorporating AI into your practices can unveil infinite possibilities.

AI Technology Can Take On Some Of The Tedious Work

When it comes to hiring, you must understand your business’s current needs, the state of the market and what the available talent pool expects from employers. This means taking in larger volumes of data and using it to put out effective recruitment content at the right time to the right channels.

Now, an obvious response from AI detractors is “Humans can do this.” That’s absolutely true! But even for a full HR department, attempting to decipher the patterns from multiple data sets is a monumental task. There’s also the chance that spreading your team too thin can lead to errors at all recruitment touchpoints.

At HireQuotient, we’ve found that AI tools have eased some of that heavy lifting in several key areas. Here’s how you could benefit from integrating emerging tech into your processes.

1. Creating Job Listings

As all hiring professionals know, attracting the best talent is the primary goal. A key part of that is providing the clearest idea of what you’re looking for, as well as explaining your company’s values and what it can offer. This means that properly written job descriptions are one of the most important things you do.

Coming up with this content could start with a language-based model. This can allow HR professionals to experiment with different prompt combinations quickly. Once the AI tool has created a good foundation, teams can then engage in ample intervention to ensure the human touch (and brand voice) is present.

2. Optimizing The Selection Process

When multiple people are applying to open positions, it’s easy to get overwhelmed when you’re trying to filter down to your best options. By incorporating AI into your selection process, the right set of keywords can help you access the most relevant talent pool with speed.

With the right tools, you can essentially be handed a pool of candidates whose profiles, down to the smallest details, were already vetted. For example, imagine having a list of candidates that’s automatically ranked based on metrics like skills, qualifications and even location. With a single prompt, AI can narrow down dozens of applications to the most competitive candidates, leaving you and your team to focus on the tough decisions.

3. Communicating With Candidates

Another aspect of recruitment and hiring that AI could support is the candidate outreach process. Timeliness is vital when you’re corresponding with potentials; few things are more frustrating for jobseekers than waiting for replies to their application. With AI tools, messages can be automated and personalized. Right from the subject line to the contents of the mail, these tools are trained to increase the probability of the potential candidate opening these emails and reaching out about next steps.

Hiring Professionals Should Embrace AI Futurization

The initial stages of HR experimentation with AI are happening as we speak. While people may continue to ask, “What about all the people who were doing these tasks?”, future-minded companies will see the value in training their hiring professionals to work with this technology. As HireQuotient teams have found, the key is teaching AI models to operate based on your specific preferences and needs. When you can capitalize on this kind of personalization, you can achieve better results.

Simply put, your jobs won’t be wiped out by AI. They’ll be optimized—and new ones could even be created—because your team won’t need to focus on redundant, monotonous tasks. You’ll be able to focus on being high-impact decision-makers who implement processes that lead to business success.

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Madelyn Skylar

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Albemarle aims to expand Chile lithium mine in 2028 with new technology

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SALAR DE ATACAMA, Chile, May 11 (Reuters) – Albemarle Corp (ALB.N) hopes to expand its lithium operations in Chile’s Atacama salt flat as early as 2028 with direct lithium extraction (DLE) technology under its current government contract, Ignacio Mehech, the company’s Chile manager, told Reuters. “Depending on environmental and other permits needed in Chile, as well as scaling technologies, we believe (DLE) should be implemented, if everything goes well, towards 2028 or 2029,” Mehech said during an interview at the company’s Atacama lithium mining operations. Albemarle and SQM, the only two lithium producers in Chile, currently extract the metal using mass evaporation ponds from brine taken from underground reservoirs. President Gabriel Boric has heavily pushed DLE technology. So far commercially unproven, the method could preserve water tables by allowing brine to be reinjected underground after lithium is extracted. Even so, DLE still requires large volumes of freshwater to filter lithium from underground brine. A DLE process developed by Bill Gates-backed Lilac Solutions, for instance, uses 10 tonnes of water for every tonne of lithium produced. Water is a hot-button topic in Chile, which is suffering a long drought, even more so on the Atacama desert. One of the driest areas […]
Albemarle aims to expand Chile lithium mine in 2028 with new technology

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