How AI Is Helping HR and How It Affects the Bottom Line of a Business
AI in HR has a big role to play in the modern era. The recruitment landscape has been a precarious place over the past year, with businesses struggling to adapt to new ways of working overnight to survive. Remote working was previously optional for businesses but the pandemic has drastically changed this. Where the tendency has been to hang on to talent, driven by the often lengthy and expensive process of hiring, the past year has put greater strain on margins than ever before and companies are looking for ways to reduce overheads.
How AI in HR Influences Trends
We have seen a shift in attitudes, even among the large, multi-national, and historically tech-averse businesses and also amongst working patterns, where skilled professionals have more choice over where, when, and how they work.
To remain competitive, businesses are having to implement digitalization strategies such as AI to sustain resourcing and delivery. AI-driven data can be used to filter through a global talent pool to transfer skills easily between industries and build more flexible teams. The pandemic has accelerated the rate of redundancies and also the applications per role advertised, so AI has enabled the streamlining of candidate selection and reducing unrealistic hours spent reading through individual CVs.
Using NLP in HR Processes
Another benefit of AI we have seen is the removal of unconscious bias, using natural language processing and sentiment sense-checking to make the best recruitment decisions from a huge bank of stored data points. By implementing smart recruitment systems, which are simple and easy to use, it makes way for hyper-targeted hiring and finding team members in a simple, quick and efficient manner.
Adopting technology for human resourcing could be the key difference between a business getting through this global crisis and one that improves, succeeds and thrives. AI needs to be approached with complete thoughtful understanding. It’s not just about looking for a good prospect.
As well as sourcing the best technologies to improve the recruitment process itself, organizations need to identify and standardize the strategy and process.
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