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Recruitment Tech is booming for Future proofing employees

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CIOInsider Team

For spotting and identifying right candidates, a company needs to put their best foot forward in a competitive and challenging recruitment process. In a market where start-ups mushroom, job market evolves and opportunities sprout, hiring process posses the need to enhance the hiring experience for both the candidates and the recruiting teams. Technology coupled with the utilization of data that is captured tends to give hiring teams a chance to explore the utilization of digital assets.

As compared to the traditional processes in the recruitment area, contemporary methods have changed to a fast and straightforward procedure. In a technology prevalent era, it is hard to miss the efforts companies put into practice through many

online platforms. Programmatic job advertising being one of the most advanced technologies used by recruiters that take the decision making process out of human hands. Using predictive algorithm that looks at the market data and employer’s responses to the advertisement, the AI driven systems make informed placements and scheduling primary decisions for the job posted. It acts according to the right placement to reach the suitable candidate at the right way. Appcast’s Clickcast is a good example for this type of job recruitment process that automated job-ad bidding and budget.

The infusion of Natural Language Protocol in the chatbots changed the recruitment landscape further. The landing page of organizations’ website prompts within the job application forms which can be considered as a giant leap forward in recruitment technology, thereby advancing the deployment for the scheduling the interview time and date. Since chatbots are intuitive, it prompts the applicant to choose from a set of options and even to respond more humanly like the primary step of an interview. Recruitment technology companies like Talkpush has embraced this technology even to conduct pre-screening in a friendly, even colloquial form.

If technology could eliminate anything from the traditional recruitment processes, then it should be the biasness that persists in most of the companies. Fortunately, technology has been utilized efficiently to bring that concept into practice. Harvard University has designed implicit Association Tests to monitor bias, which can be unconscious at times that goes against others. To prevent any minor tendency that could give way to biasness can be prevented using artificial intelligence and machine learning capabilities that could keep the human judgement part at bay. Harvard has implemented this test to raise the awareness on to maintain diversity in the workplace.

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