ARTIFICIAL INTELLIGENCE RECURTING

ARTIFICIAL INTELLIGENCE RECURTING Intro: Reporting Artificial Intelligence: Artificial Intelligence services is offering new opportunities to recruiters by taking the time to recruit more effectively. By using large datasets and machine learning to manage tasks and gather insights, AI solutions are supported through several stages of the recruitment process. So how can AI help you?

Sourcing: Sourcing a candidate can be very time-consuming. Recruiters must write job descriptions, qualified leads and through dozens of (if not hundreds) resumes in a day. AI solutions solve many of these time-consuming tasks. Some choose to scan the web for information such as social profiles and resumes. Others look at the company's ATS data, analyzing a large number of profiles to draw insights.

AI tools can also be used to enhance the effectiveness of human endeavor in the sourcing process. Analyzing the language by processing the software and making

recommendations based on the results of the system process can help companies write better job descriptions.

Screening: The screening process means that AI will start taking on more human-based expressions. Chatbots are the earliest and most recognizable tools that work this way. Initially, a chatbot is a general set of rules that allow the bot to respond to very specific responses. We are now seeing more and more integration of machine learning and natural language processing to create more interactive bots in voice.

Recruiters are currently using chatbots to automate candidate scheduling, collect basic interview responses, and answer standard questions.

Natural Language Processing (NLP) is a foundational concept in artificial intelligence. It refers to the machine's ability to create an information based on analyzing the human language. NLP is key to AI-driven recruitment systems.

Understanding the candidate's cultural matching and personality type relies heavily on NLP to extract sentiments or feelings from textual data. There is still much work to be done to address such challenges as irony, grammatical errors and topic extraction.

Interview: Many recruiters use video software tools to conduct interviews. It was used as a great strategy for convenience, but now artificial intelligence can be used to extract highly specific information from visual data. Recruiters can analyze

statements and facial expressions to give them data about emotions such as potential honesty or contempt or surprise. These algorithms can also help eliminate human bias and assess personality traits among potential candidates.

Analyzing fit: Some software, such as IBM's Watson, give recommendations to the candidate.

Providing accurate fit information is still a challenge hiring systems generally do not make recommendations that rely on a candidate's fit. Instead, they provide a score or relevant information and rely on the recruiter to use their intuition.

Subjective factors such as Culture Fit are still difficult for computers to understand, and there are still many developments in natural language processing and sentiment analysis. However, AI is still evolving rapidly due to the steady generation of new data in the world.

Conclusion: If you are thinking of boosting your AI game for your recruitment process, you need to understand how it can replace (or improve) other processes in your place.

Having AI software doesn't solve the traditional challenges of hiring (like finding quality people). But what it can do is help you make more informed, data-driven decisions, as well as streamline time-consuming tasks that can take resources from talent management or strategy. Hiring an AI will make your life easier and it can make recommendations, but at the end of the day, you stay energized. AI hiring can help you harness that energy more efficiently and inexpensively.

P.Venkat Vajradhar Marketing Team,SEO Specialist

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