Originally published in Tech Bullion.
Technology is changing the way many aspects of business function. From operations to analytics to interactions and even recruiting, there’s almost no aspect of business that is untouched by emerging technologies, says Jens Erik Gould, CEO of Amalga Group.
Emerging technologies such as artificial intelligence, machine learning, and big data analytics are all helping companies source, screen, and recruit top talent far more efficiently and effectively than they have in the past.
Here are ways businesses can utilize these technologies to improve their recruiting process.
One of the most beneficial aspects of emerging technologies from a business standpoint is that they help to reduce manual tasks. While these tasks are necessary to the job at hand, they are time-consuming and draw workers’ attention away from areas where they can really add value.
AI and other automation tools can help recruiters decrease the amount of time they spend on non-relationship tasks. “With these tedious yet important steps of recruitment handled by AI, recruiters can focus on directly interacting with candidates more,” says Jens Erik Gould. “They now have more time to speak on the phone, set aside time for interviews, and build relationships with candidates. That relationship building can make the difference between achieving decent results and knocking it out of the park.”
Emerging technologies are great at processing and analyzing large amounts of data in a short amount of time. According to Jens Erik Gould, this is one of the biggest benefits these technologies provide. Human brains simply can’t rival the speed and accuracy at which AI can perform. As such, they are great at using a pre-determined set of criteria to whittle down job applicants to a smaller grouping, which you can review manually.
Often, this is the most time-consuming step in the recruitment process. Freeing up your HR employees so they can focus on other tasks is hugely beneficial. Screening AI and automation can help recruiters narrow down long lists of applicants to a pool of solid candidates.
But according to Jens Erik Gould, AI can even take things a few steps further. Chatbots can set up “screeners” that can schedule and actually conduct first interviews, asking candidates basic questions. This is often very easy to set up, and results in huge time savings.
While AI, machine learning, and big data analytics are all amazing tools that recruiters can and should use, it’s critical to maintain the human element in the recruiting process. “AI is great, but they can certainly backfire if you’re over-reliant on them,” says Jens Erik Gould. “Candidates want to connect with the people who they are going to work with. If you remove too much of the human element, you’re likely to turn them off from wanting to work at your company.”
Jens Erik Gould is the Founder & CEO of Amalga Group, a Texas-based nearshore outsourcing company specializing in providing highly qualified talent in IT, software engineering, and contact centers. Previously, Gould spent over a decade reporting on topics such as business, politics, and energy in the United States and Latin America for esteemed media outlets like Bloomberg News, The New York Times, and TIME Magazine.