It is safe to say that technology is evolving and expanding at an exponential rate. This is what many are calling "digital Darwinism," a time where technology and society are changing faster than most businesses can naturally adapt. A 2018 report found that organizations that are highly invested in digital transformation are more profitable and possess higher market valuations than those that do not. As the founder and CEO of a platform for complete candidate skills and job fit assessment launched in 2003, I have witnessed the rapid evolution of the pre-hire process thanks to technology. It is no surprise that recruiters need to adapt quickly to the ever-evolving environment around them in order to succeed in today's tidal wave of digital progress.
April 11, 2018 – Companies are conducting fewer job interviews, but continue to see higher percentages of offers to candidates as well as hires, according to Jobvite's latest "Recruiting Benchmark Report." The percentage of interviews that resulted in offers grew from nearly 20 in 2016 to 28 in 2017. Offers-to-hires, meanwhile, went from 83 percent in 2016 to 90 percent last year. The jump in job offers represents the biggest increase in Jobvite's data for 2017, said the report. The San Matteo, CA-based software and recruiting company attributed the change to an increased use of artificial intelligence and machine learning, which spared recruiters from having to perform the more mundane, operational aspects of their jobs.
The HireVue app uses a mixture of video interviewing and artificial intelligence to make recruiting more efficient and match the right candidates with the right jobs. Job recruitment has always been a hassle. Sometimes recruiters are swarmed with 300 applicants for a single position,. Once they've narrowed down the options, the 50 prime candidates still need to be screened and interviewed. It would be more efficient to hire the ideal candidate as soon as possible, rather than dragging them through the job search process longer than necessary.
Recruiters beware and be prepared. New laws have recently come into effect policing the use of artificial intelligence (AI) in video interviewing. Here's how they could affect your recruiting efforts. Technology helps recruiters collect, organize and store enormous amounts of information about job applicants all over the world. Workflow automation, the cloud and search functionalities are just some examples of software that make recruiters' lives easier.
YES? 3. ArtisanTalent.com 3 QUICK DEFINITIONS ARTIFICIAL Not naturally occurring BOTS Automated software applications INTELLIGENCE Ability to think, learn, and understand 4. ArtisanTalent.com 4 In 2017 alone, Google launched an AI-based job search engine Google for Jobs and a new recruiting application Google jumping into HR tech legitimizes the ideas we've all been trying to champion." VS. 9. ArtisanTalent.com 9 THE BOTS AI and bots offer powerful advantages in the recruiting process 10. ArtisanTalent.com 10 THE BOTS PROS 1 2 3 Speed and efficiency Removing unconscious bias Greater insight into candidate quality 11. ArtisanTalent.com 11 THE BOTS CONS Inability to read and react appropriately to human emotion Can't offer human connection Inadequate to determine soft skills and interpersonal skills 1 2 3 12. ArtisanTalent.com 12 THE BOTS Ideal roles • Build talent networks/ pipelines • Develop multichannel sourcing • Screen best fit for a role based on resume • Process resumes and update contacts • Run background checks • Check references • Conduct standard initial screening Automated computer programs work well for tasks that are "rule-based" and don't require creativity or interpersonal skills 13.