With corporate budgets strained tight by COVID-19 dilemma, administration is making room for AI ( Artificial Intelligence) tools to help brutalize processes, saving money and time in many areas.
Artificial Intelligence can bring to retention processes and talent recruitment, as well as the challenges that organizations face in people management.
What Talent Do I Need ?
While it’s true that computerization will cancel some jobs, artificial intelligence machines require explanations, maintenance, training and human beings will fill these new vacancies.
Organizations will continue to desire relational and analytical skills, and even physical power, thereby developing the demand for people.
So, there will be job vacancies that are just for human beings and others for machines.
But what’s crucial for organizations now is to fill new negotiator jobs–those in which people help machines to do their effort and those in which machines appreciate people’s effectiveness.
Peering For Candidates
Engaging the right talent holds a lot of data — along with the organization’s search processes and data contributed by the applicants themselves in their social networks and CVs.
Artificial Intelligence can help obtain more value from all this information, making the selection and recruitment processes more efficient and effective.
For example, IBM’s Watson chatbot, created to hold communication with human users, can record information in many documents in nominal time and collaborate with job applicants.
This artificial intelligence system can also provide information to applicants and help them to the job openings that might give a good fit.
Meanwhile, the use of virtual interviews — now so common — can boost up the talent screening process, specifically when integrated with certain artificial intelligence tools, such as facial recognition to recognize , for example, if an applicant is looking at the camera or reading from a script.
There’s also the reasoning of micro-expressions, which can help analyze the thinking style or personality of the candidates as well as their hysterical reactions to questions.
The voice tone and word choice used in interviews — along with in social media posts, email correspondences and other synergy — may also be analyzed and examined.
Some organizations already use these technologies to recruit a large number of potential workers, which has reportedly assisted them to minimize recruiters’ screening time.
These systems can also be helpful for applicants to make them develop for interviews with fixed questions, analyzing reports on their facial expressions and recognized personality virtue to then develop their performances in the final interview.
The HR department may also use artificial intelligence for training and welcoming new candidates.
In addition to broadcasting information, corporate intranets can use artificial intelligence to process data and learn from it.
The capabilities of artificial intelligence systems are unquestionable. Large organizations are already carrying out these tools to brutalize many processes.
To administer them perfectly, top management and HR should look sharply at the opportunities and challenges of artificial intelligence systems.
The future is already here.