Why do businesses require Artificial Intelligence (AI) in an HR Software?

The first thing that comes to everyone’s minds when we hear the word “Artificial Intelligence” is the movie “The Terminator” starring Arnold Schwarzenegger. At the same time, it is undeniable that artificial intelligence is advancing as the day progresses. Recent surveys showed that 83 percent of respondents believing AI is a strategic priority for their businesses today. Research firm IDC expects the market for AI to develop from, $8 billion in 2016 to $47 billion by 2020, affecting all business practices across virtually every industry

One area in which Artificial Intelligence has been implemented and was found beneficial is the Human Resources and Recruitment. Businesses which have been using AI hr software for recruitment have touted the advantages of integrated functions like recruiting to be seamless. Artificial Intelligence has been changing the game of recruitment with modern tools. The overall growth of AI in HR confounds everyone. After all, doesn’t the human resource department call for more human-like functions in the industry. It is the possibility of creating an actual engaging and intelligent machine which operates exactly like a human that makes AI so attractive right now. AI helps outsource administrative tasks in HR and also elevate the business’s efforts throughout the organization.  Let’s look at three basic ways HR can use artificial intelligence.

  • Screening of candidates: Artificial Intelligence helps in the creation of a world where businesses can test candidates by having them interact with an AI tool. Answers to common questions either related to the student’s profile or the job’s profile and an evaluation of these answers can help the recruiter to effectively assess the candidate in the quickest way possible.
  • Human Bias Reduction: Humans tend to stereotype and make decisions based on gender, ethnicity, health and so on. On the other hand, AI can be programmed to ignore a candidate’s background. While at the same time, this can be ineffective for a company where candidates are required to have a strong physical structure, biometrics will be helpful in analyzing the health parameters of the candidate. However, there are some jobs that require only-men or only-women candidates. For example, for safety reasons, jails and prisons often make sure its in-charge officers are of the same sex as the inmates. This leads to gender-specific hiring openings. In such cases, the AI is to be programmed to consider the gender of the candidate as well.
  • Candidate Engagement and Post-Offer Acceptance: Statistics show that around 50 percent of the applied candidates do not get any type of communication from the employer. This is usually due to the voluminous intake of applications which result in the inability to reply back. AI automates this process as well as the process after the candidate is selected. From giving a pre-orientation to mailing the offer letter, the AI software is capable of maintaining a good relationship with the candidates without any hassles and delays.

Recruitment as such is all about eliminating. No company searches for who might be the best for their company, but they try to eliminate the worst through conduction of tests, interviews and group discussions. But the question here is, how does a machine do this? On what basis does it decide whether the candidate in front of it is not suitable for the role?

  • FAMA – Fama was a company founded in 2015 which uses natural-language processing (NLP) techniques to conduct web-based searched on a candidate. It scans through the past activities of the candidate by looking at news archives, blog and the person’s social media site for possible signs of violence, bigotry, illegal drug use and so on. It also notes down positive attributes like scholarships, volunteering and any sort of competition participation.
  • INTERVIEWED– Interviewed is a 2-year-old company which draws applicants for customer-service jobs. The algorithm here has the ability to understand empathy through the assessment of what the company cofounder Chris Blake calls “softer skills”. The robot identifies speech patterns among individuals for any sign of distressed emotions.

The promise, however, of AI improving the quality of hiring lies not only in its ability to use data in normalizing the process of matching candidates’ knowledge and skills and the requirements of the job but also the proper flow of data from both the client and server. This improvement in candidate matching is predicted to lead to more productive employees who are less likely to turnover. Early results are extremely promising. Early companies which used AI-powered recruiting software have seen their cost per screen reduced by 75%, their revenue per employee improve by 4%, and their turnover decrease by 35%.

Conclusion

To answer the question put forward in the beginning- irrespective of what problems they put forward, clearly, they put forward various mechanisms that prove to be helpful to us. Whether it is in the initial process or while recruiting or afterwards, for the current scenario with the bulk intake of applications, AI is a great platform. AI Human Resource software will continue to change the world of work, and employees will need to engage in life-long wisdom, learn to develop their skills and change jobs more often than they did in the past.

About the author:

Sanjay Darji works as a digital marketer and software analyst at SoftwareSuggest. His interests include HR softwarerecruiting  softwareapplicant tracking system, photography, and food. In his spare time, he likes to spend time with his son and catch up on the latest technologies. You can follow him on Twitter at @sanjaydarji01.