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AI’s Role in Job Search and Job Marketing

Do you think that finding a job is easy? If not, then this blog is for you. Finding a job can be regarded as one of the toughest propositions for the prospective candidate. Do you know why? This is because finding a job requires a full term engagement in ways of working on your resume, scanning job sites for a suitable vacancy, or a strong networking strategy with a number of acquaintances. Simultaneously, one needs to manage the entire process within a defined time frame to reduce anxiety!

But, when we talk about the role of AI in job search, we have something to be excited about!

Read on to know more!

Can technology help in job search?

AI in job search has a significant role to play in the modern era of talent war. Many business experts state that, post pandemic, the emerging job market has become stringently competitive and therefore more challenging! Under the given context, technology can play a pivotal role, as experts suggest, outcome oriented job search remains to be heavily paying.

But, has the landscape related to job search really been transformed?

A majority of the recruiters state that the complexity of job search has compelled the prospective job applicants to look for technology interventions. Going forward, employers from different backgrounds have agreed that the intervention of Artificial Intelligence (AI) coupled with machine learning (ML) has transformed the traditional outlook towards the job market. Employee engagement factors have been compelling, especially during the post pandemic era, wherein there has been an improved focus on so called ‘more face time’, and less time on putting a scanner on the resumes being processed.

Do Recruiters Use AI Intervention in the recruitment process?

A majority of HR consultants’ reveal that, in the post pandemic era, recruiters have increasingly been using technology to redefine business outcomes. Often, AI is being used to screen job applications submitted during the first round. It is noted that screening of resumes remains to be faster and human efforts could be reduced significantly through AI interventions. An effective time saving tool, research surveys published on social media platforms like LinkedIn reveal that a majority of recruiters would prefer AI intervention to save time.

What are some of the major challenges of AI intervention strategies?

Case studies published by reputed recruitment agencies reveal that, AI intervention in recruitment can initiate a systemic bias, coupled with a lackadaisical approach from the managers to accept accountability.  Business outcomes can hardly be related to such AI interventions, although many of the psychiatrists stated AI interventions could actually help the recruitment managers to develop customized assessment algorithms.  The given process is predicted to identify traits of ‘convenience’ associated with a particular job role on a broader perspective.

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How can you use data to maximize advantage related to job search?

For most of the job-seekers, getting a suitable job remains to be a dream while they go through the process of fulfilling career aspirations. The definition of suitable job however, varies from one individual to the other, and this is what makes data so important. Raj Mukherjee (Mukherjee), the Senior VP of Indeed.com, a reputed site related to talent acquisition, reveals that data accession closely relates to an improvised user experience. As the site generates large volumes of data, to match job profiles on a regular basis, Mukherjee states, “We’re generating roughly 25 terabytes of data every single day,” He continued to say that, “and as we do that the data becomes the foundation of how we use AI and machine learning to improve the experience that job seekers get.”

Can AI interventions help in making predictive assessments especially in favor of the recruiters? 

AI and machine-learning is understood to ignite predictive modelling in terms of mapping a salary limit in relation to a specific job profile. Predictive modelling takes into consideration appropriate salary limits for the defined job role. Defined salary limits on the other hand, relate to a specific job location, or a brand implementing recruitment. Pulling in relevant information, remains to be pertinent to suitably match data with respect to an exact job title. On the other hand, recruiters adept in technology based hiring, reveal, Natural Language Processing (NLP), can be used to extract relevant phrases related to a particular job title. Going forward, experts explain that intervention of computer programs remains to be a mandate in order to sort out relevant and suitable job applications in the context of a job vacancy. Mukherjee states that, “It would look at a sentence and try to make sense of that sentence,” He continued further by saying that, “It would sort things that the sentence implies.”

Thus, it is imperative that, AI would help in easy listing of skills in relation to a job seeker’s curriculum vitae. Relevant details would be evaluated in the post screening stage, in order to suitably match the criteria related to the job vacancy generated. Compilation of data needs to be done at a much later stage in order to make a comparative analysis between the diverse range of job applicants.

Can AI intervention reduce the time dedicated towards job search?

Mukherjee had agreed that, with the increase in competition within a transformed market, job seekers need to make a smart choice as fast as possible.

Reducing the lead time for searching for a job needs to be worked upon and this is only possible through effective strategies for technology intervention. In future, more compatible job searching techniques shall emerge, wherein technology considerations would be focused on enriched experience, newly acquired skills, predefined salary norms, career interests and location preferences to screen the ideal candidate. From the viewpoint of the job applicant, AI interventions are destined to make things easier as the prospective job seekers would better understand fair rates of compensation in the given context.

For the recruiters, AI would help in formulating effective weeding out strategies to reject incompatible talents.

Conclusion

AI and ML interventions have made things easy in the global job market. Thus, recruiters in contemporary times are well equipped to manage goals related to talent acquisition. So are job seekers, as AI has helped them immensely through uploading relevant data, within a stipulated time in context to the demands of the job market.

 

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