From manufacturing to services and old economy to new economy, automation is slowly but surely taking over! The value proposition of automation is becoming increasingly compelling by the year.
As we all know, automation was mainly limited to basic, repetitive and unintelligent processes hitherto. But automation is becoming more and more intelligent by the day.
Despite enthusiastically facilitating implementation of automation in various divisions of their businesses, HR has largely shied away from automating their own processes with the exception of the payroll function.
However, considering the humongous volumes of resumes companies process and the number of candidates they interview, the recruitment function of HR can greatly benefit from automation.
A study says that companies process 250 resumes to fill one open position. HR departments in some companies have attempted automating the recruitment process but it has been limited to basic workflow automation while a major chunk of work is still done manually.
More recently, some amount of intelligence was used in resume screening through the likes of key word search. However, automation was still rudimentary. With advancements in artificial intelligence and machine learning, the entire recruitment value chain can be automated in a very intelligent manner.
Firstly, AI-driven automation can replace your archaic keyword-based search for resume screening with advanced JD-based contextual screening, which is near-100% accurate. It can screen thousands of resumes for potential candidates in a matter of few minutes, which is way faster and efficient when compared to humans, thus speeding up the entire process several fold.
Secondly, AI-powered automation can also schedule and conduct interviews on an autonomous mode. It can either partially eliminate the burden on recruiters by scheduling interviews only and letting the recruiters conduct the interview, or completely own the task of scheduling and conducting the interview as per the candidates availability freeing up the recruiters for other critical tasks on-hand. As a result, conducting thousands of interviews on a daily basis with minimal recruiters onboard is no longer a far-fetched dream but a reality now.
Thirdly, it can assist interviewers shortlist the ideal candidates by accurately identifying the candidates against impersonations, analysing candidate body language for confidence, behavioural & personality traits and analyse skill levels on communication and other related skills.
Finally, Time is ripe for complete automation of the recruitment value chain where we have access to technology that’s proven and tested, alongside the much-needed infrastructural support being available across the board.
