AI is now fast becoming a part of the hiring process for many enterprises across industries and it seems to be helping them improve processes and execution of processes very well. Let us try and look at three good reasons for your organization to implement AI as a part of the hiring process
Adding AI to the hiring function helps to improve the efficiency and the overall process maturity of your organization. There are many other benefits to this. Let us look at the three most important ones that will add value to your organization
There are candidates and jobs, the fit is the key
Talk to any hiring manager and the first thing that you will hear is that there are a lot of people looking for jobs and there are a lot of jobs that need them, but still the candidates are still looking and the jobs are far from filled. What is the problem here? If you look at it in depth, you will realize that the problem is in the way the current or legacy hiring process works. There are biases that are built-in to the process over years that prevent us from hiring the people who will fit the job. There are things like gap in employment among other things that human hiring managers think are bad and hence proceed to completely ignore profiles that have that. But when we look at it, these very candidates may be the best fit for the jobs and perform exceptionally well when given a chance. Think of the hiring process with an AI involved and you will see that due to the unbiased nature of AI, none of the good candidates are left out due to frivolous reasons. And this in turn leads to a better hiring ratio and better fit of candidates. This bodes well in the long run for the enterprise and the candidate.
The talented but marginalized get a fair shot at employment
There are people who never get a shot at employment because of really unfair reasons, these reasons range from them having a physical disability to them coming from a predominantly rural background. While it is a bad thing, most human recruiters have these prejudices that weigh in very heavily against the chances of these people getting jobs. So as we have been going along, we have created a whole set of people who are qualified and ready to work, but our system will never pick them up as viable candidates for any opening. When an AI gets in the hiring function as opposed to a human, it is by definition without any bias and prejudice and hence everyone who is qualified and willing to work will get a fair and square shot at any opening. This will automatically make the whole hiring process inclusive, unbiased and hence extremely fair and efficient. This will also automatically augur well for organizations with set diversity and inclusion targets. Very clearly, just the addition of an unbiased entity in the equation changes hiring for the better.
Fatigue factor and a set of eyes that are always fresh
Imagine an average walk-in interview. There are a few jobs that are on offer and there is a deluge of people who all want to try their shot at the job. The hiring team here gets very stressed and quite literally stretched too. As the day and the process progress, there are major fatigue and tiredness issues that creep and cause a lot of human error. You really cannot blame people for being humans, but when you have an AI that can help you through this, you see that the first candidate and the 501st candidate are all the same to the AI and there is no fatigue involved here at all. The AI always has a fresh set of eyes on the whole process and that helps quite a lot when loaded like this.
After having seen the reasons above, you may be wondering about whether tools that effectively deploy AI into the hiring process exist and how to add them to your enterprise process. While all these might have been fantasy a couple of years ago, now there are tools like Spire TalentSHIP that can easily help you to get this done.