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October 6, 2017

Thinking machines are not anymore a concept in the science fictions now. Indeed, it is a watershed moment in the recruitment industry. The decisive technology is packed with tons of amazing features that are completely revamping the recruitment industry landscape that was inflicted with many traditional hiring and onboarding practices.

AI represents technology that simplifies the way we do and perform our jobs at our fingertips. Recruitment is no more a monotonous and repetitive job with AI as activities like making phone calls to shortlisting candidates and replying the applicants through emails can be seamlessly done with this new-age technology.

Beyond assisting the recruiters in the preliminary rounds, AI is enabling HR leaders to evaluate the right candidate over analytical skills and other professional traits. So, now we can gauge why almost all the industry verticals are in the spree of adopting AI in their business and HR functions to manage their targets. Hence, AI is becoming a game changer in the talent acquisition sector and has started creating ripples in the field of HR functions. Let’s find out how-

Screening, interviewing, engaging and recruiting the talent

Recruiters on an average spend most of their time in screening, scheduling and interviewing the candidates, where automation can play a key role. In the current scenario, most of us have experienced the inefficiency of corporate job boards, where we sometimes have to wait for long after submitting the resume. Automation through AI can figure out the potential right fit and can engage them soon. The future is not far when the technology helps us of the comprehensive recruiting steps.

Intelligent machines and smart HR softwares like HR-One HRMS and other softwares are fostering quality hiring in tech-savvy enterprises.They are addressing the real pain-point of recruiters and delivering custom made messages to the potential candidates. Besides, being neutral to religion, caste, color, gender, and race; AI is empowering the HR managers to pick up the potential candidates through various job portals and bring the best talent in the organization.

Post offer acceptance and on-boarding

There is always an uncertainty in the time between the offer acceptance and the joining date of the candidate. AI can play a substantial role in engaging and following up with the potential employee to reduce the chance of rejection. It can keep the candidate informed and can answer to the general queries and so on.

While most organizations have exhaustive on-boarding programs to make the new joiners familiar with the company’s culture, processes, vision and policies. It is generally seen that 80% employees forget most of the information shared in a few days itself. With the use of AI, the on-boarding experience can be made more interactive and engaging by providing a 360 degree view of company’s culture, processes and policies.

Enabling Personalized Learning Programs

We know that everyone has different learning styles. AI enables personalized learning programs . It culls out employee information smartly with skill set, experience, behaviors and learning patterns. It can further scale, track or analyze career development programs for each individual as well.

Managing Employee Relations

Employees usually carry both set of queries both complex and modest. Sometimes, it could be simple queries on leaves balance, payslips, insurance or other queries which may not require intensive discussions from the HR team. AI can respond to the most common HR queries in real-time.

Taking HR functions in a different dimension

AI can derive meaningful insights through a large amount of data. It can predict employee engagement trends, employee performance patterns, and give a sneak-peak in organizational productivity and efficiency and other probable issues way before it strikes an organization. The advanced technology also helps in predicting attrition, enabling organizations to take actions before time.

The Road to Enterprise AI

The onset of AI in talent acquisition has completely transformed the recruitment process. The new system of recruitment not only saves the time, money and efforts of the organization, but also leverages them to select the best suitable candidate for your business. In this age of digital transformation, the role of humans will evolve into a much broader and strategic role powered by insights and artificial intelligence. If you would like to have a one-on-one conversations with us about AI and next-gen software HRMS, we’re just a call away.

How AI Is Becoming a Game Changer in the Recruitment Industry

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By HR-One Team
January 18, 2017

If you’re an HR Manager, by now you might also have heard about the dawn of Artificial Intelligence in HR. This development seems concerning, right? At a time when usually neglected HR departments have started to receive some love from leadership teams, this AI thing has arrived to snatch away the jobs of HR professionals. It’s horrible.

Many HR managers think along these lines when they hear about HR and AI in same sentence. However, we think that AI in HR is going to play out like any other HR technology developed till now. And don’t get us wrong here – it’s certainly the biggest of all technologies developed for HR till date, but no technology can replace humans from “Human Resources.”

So, what does it mean for HR?

Automation (With Humans, For Humans)

As AI’s role will increase in HR, it’ll become smarter and also more easily available to majority of businesses in form of cloud based HRMS software. This will certainly lead to automation, but not to replace humans but to empower them. Yes – rather than replacing HR managers with robots or automated programs, AI will help them do their jobs in a better way by automating some mundane tasks they currently do. For example:

  1. Weeding Out Incompetent Candidates: By quickly sifting through large blocks of information AI will allow HR managers to make more accurate hiring decisions in less time. It will, for example, evaluate candidates on the basis of their educational record and help managers weed out incompetent candidates more easily and quickly.
  2. Ranking Candidates According to Their Competence: As its usage in HR will increase, AI will not just weed out the incompetents but also rank them in order of their competence. This may sound hard to believe, but as more and more HR managers will recruit the right candidates for their desired roles, cloud based HRMS software with AI functionality will become smarter by learning about various recruiting patterns. And then eventually one day it can start ranking candidates according to their competence for any particular roles.
  3. Suggesting Solutions Before Rise of Problems: AI won’t just change HR in recruiting – it’ll also help in devising solutions for serious problems before they arise. For example, it can help in detecting how engaged your employees are in their jobs by observing patterns in their activities. This can help in better management of human resource inside companies and more engaged work cultures before they become too much of a problem to affect the bottom lines of companies.

Final Thoughts

The result of all these things will be that you, the HR manager, will be able to focus more on the tasks that matter. You’ll also be able to do your work more accurately in less time. And that’s a great thing for men and machine both.

AI is The New Buzzword in HR Technology! What Does It Mean for HR?

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By HR-One Team