NOVEMBER 20199tions! Scalability is another advan-tage that these assessments bring to the hiring process. They allow you to access and evaluate a large pool of applicants, anytime anywhere, in a secure, proctored manner!AI and machines have made their way into almost every area of recruitment evaluation today; be it language assessment or program-ming skills assessment or advanced simulated tests to mimic a real job environment like a call/chat pro-cess, a sales scenario and so on. The latest addition to the list is automat-ed video interviews and they have clearly taken the HR fraternity by storm! Using advanced AI and natu-ral language processing (NLP), they can accurately rate a candidate's body language, facial expressions and voice tonality. Just by analyzing his/her eye movements and voice modulations, AI can determine if the candidate is:· Lying about a previous job role or academic qualifications· Adept in dealing with crucial workplace situations (the `right' organizational fit)· Capable of managing client expectations (extremely crucial in sales and customer service roles)That's not all! AI-powered assis-tants, aka chatbots, are the perfect solution to managing candidate re-lationships and sometimes even conducting an initial screening. Using natural language processing and pre-set scripts, these bots can handle candidate queries, sched-ule interviews and even auto gen-erate candidate feedback, as well (sometimes better) as a human can! They make sure candidates get regular updates about the status of their job applications, keeping them engaged all throughout the recruitment cycle.AI and data science-led advanc-es have brought efficiency to re-cruitment by reducing time-to-fill and effort spent in redundant pro-cesses. It not only benefits HRs in recruitment but also leaves them with more time to work on talent planning and partner with busi-ness in creating a truly exceptional employee experience.While machines are significant-ly making their presence felt in the Human Resources spectrum, it is not possible to take the `human' entirely out of human resources. AI and au-tomation can enhance processes and free-up recruiters but hiring is ulti-mately about people and interaction. HR practitioners must continue to find ways to innovate so as to keep-up with business' blitzkrieg pace of change. One way is to embrace disruptive HR technologies with open arms. Himanshu Aggarwal,Co-Founder & CEO,Data analytics and ML algorithms, more than ever, are being used to create sharper people insights and offer decision-making support
< Page 8 | Page 10 >