One of the latest trends and most debated things about HR is AI – artificial intelligence, an area of computer science in which computers are built to do and behave as humans.
The concept has been present for many years, but in the last few years technologies surrounding AI have reached a great speed of development, being able to replace an increased number of manual and cognitive focused tasks and roles.
As these tasks are tedious and prone to ambiguity or human bias, artificial intelligence started to be seen as a useful tool within recruitment as well.
As “Digital Darwinism” – society and technology changing faster than companies can naturally adapt – is taking over, organizations are also starting to invest in digital transformation more than before. Nowadays, video interviewing can take place over a phone or an app, which involves no travel expenses, less scheduling as well as no other costs related to in-person interviewing.
Therefore, it is no surprise that recruiters also need to adapt quickly to this new environment in order to be successful. Even if video interviews are common, the rise of artificial intelligence started to streamline and advance the hiring process.
The advancements made to AI video recruitment speed up the hiring process and involve fewer humans that need to operate. Additionally, there are also other advantages of AI when it comes to video recruitment.
One of them is the fact that it can rate body language as it automatically evaluates candidates’ voice emotions, facial expressions, choice of words, as well as answer relevance. Moreover, speech recognition is also available, the technology can be configured for customized video interviews and it can also track the candidate’s eye movements to discover if he or she is reading or looking at some resources around them during the interview.
Customized video interviews would not be possible without knowing how to hire an AI engineer in order to find the most suitable candidate possible as you may find candidates who know how to apply AI services, but who are not skilled at pushing into new areas of research.
The automatic scores are used for cross-industry jobs, various candidate types and they can help hiring managers to eliminate human bias and make informed recruitment decisions. AI video also drives efficiency in recruitment. As the time spent on interviewing is reduced, HR managers and specialists can focus more on attracting, onboarding, and retaining employees.
Usually, the most difficult part of recruitment is selecting and then interviewing the right candidates from a wide applicant pool, while with the help of AI an increased number of video interviews can be processed fast, and thus, the qualified candidates are easier and faster identified.
In addition, AI video recruitment is very useful for remote hiring. Recruiters can now easily access the performance of each candidate regardless of his or her location and save time. As a result, companies don’t need to worry about details such as time zone restrictions, biases, or no shows at the interview.
AI video recruitment also helps save money as it did for IBM, which estimates that it realized “almost $1 billion in savings” since 2011 when it integrated artificial intelligence in its HR departments.
Even though AI cannot replace human influence, it can be applied in a more efficient, targeted way to ensure that budgets are used to their best advantage and it also saves travel expenses and time.
Moreover, AI used for video recruitment can be used for any industry. For example, when hiring a call center specialist, the AI software needs to assess qualities such as patience and voice cues, and when it comes to programmers, the tool will prompt coding tests in a particular skill or language.
Recruiters will have more time to spend on important tasks such as engaging passive candidates, improve the onboarding experience, enhance the candidate value proposition, build better job marketing campaigns and events, or have more efficient and deeper conversations with hiring managers in order to better understand the new roles.
Generally, it is difficult for business leaders and owners to trust HR specialists and managers to use data in how they find and manage talent, but AI has revolutionized this aspect. Now, it is possible to use HR metrics and connect them with bottom-line efficiency and success.
As this technology is developing more and more, the question is what will the future hold? Is HR ready for AI video recruitment? While AI video recruitment has many advantages, there are also challenges along the road. There are concerns in terms of security, validity, integration, as well as technical challenges.
There is the fear that AI will take over HR jobs in the future, and HR professionals will be unemployed. It’s true that artificial intelligence can learn many of the tasks that recruiters already do, but at the same time, many companies still recruit in the old way, hiring on CVs, interviews, and cover letters, which is many times, inefficient.
Even if AI technology might take over several current jobs, it could also lead to different types of employment as many repetitive and administrative tasks will be done by machines, and humans will have time to learn new things and educate themselves in more challenging and innovative projects.
Recent research shows that 85% of jobs that will exist in 2030 haven’t yet been invented, which will open the way for relationship building that includes recruitment marketing, employer branding, improved candidate experience, or attending various conferences.
As it was mentioned in this article from Harvard Business Review, in the future people might not compete with machines for jobs. What will happen is that humans will be freer to develop and unleash their strategic and creative abilities and thus, hone their skills in those areas and for those tasks that AI cannot easily help.
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