MARCH 20209augment productivity, up efficiency and engagement within organiza-tions. AI-powered virtual assistants are to permeate more deeply into the workplace environment and many technologies will surface that will seamlessly automate many of today's repetitive routine tasks. As the department gradually embraces the technology, recruit-ers would have enough time to be creative, they would be able to better engage the business and candidates. Experts are also contemplating if they can use Blockchain for re-cruitment, Blockchain can securely store candidate data on real-time digital ledger. Since blockchain is completely transparent and decen-tralized, it might be a gamechanger.Chatbots and Video Interviews are already a reality, in fact, the tool can be programmed to screen re-sume, interact with candidates and feed recruiters with the data of the shortlisted candidates.There was news about an AI-based recruitment tool which was rejecting female profiles based on the pattern of recruitment it had witnessed over a period of time, there is a need to safeguard these tools from such biases. It is impera-tive that such tools are foolproof and aid the diversity in hiring; else, it would sabotage the very purpose they were built for.Data Guided Hiring and AnalyticsData-driven Recruitment would continue to be one of the hot-test trends in recruitment. Plat-forms like ATS and Recruitment Marketing tools have become ex-tremely incisive and help to cull out the required information at a click of a button. This aids plan-ning, decision making and helps in incrementally improvising. Data received from various as-sessment tools help form trends and drawing inferences. This not only makes recruiters proficient in having intelligent conversa-tions with business leaders but also makes them adept to partner with business leaders in making the talent strategy. With the availability of data pertaining to experience, skills, qualifications, and education, per-sonality characteristics, career aspirations, behavioral indicators, and employment preferences, crafting Candidate Personas is no longer a dream but a reality. This would make recruiters far more ef-fective as they would then be able to have tailor-made Job Descrip-tions and customized Job Adver-tisements. This would also prove impactful in creating a candidate pipeline and in improving the candidate experience.Organizations would Build a More Inclusive Workplace of the FutureAs organizations aspire to embrace more and more diversity, the pro-cesses and assessment systems would be built in a way that the inherent biases are eliminated and it's a level playing field for all. A spe-cial effort would be needed to en-sure that the only way of evaluation of the candidates must be the value they bring to the table and nothing else. Some of the steps which can be taken are ­ Having a diverse set of panels; advertising jobs through diverse channels; driving diverse referral programs; showcasing the diversity practices in all the touch-points with the candidate; training the panels and hiring managers to overcome their biases and more.In the Indian context, organizations here have been hiring people on contract for long; however, we still aren't confident about engaging freelancers for the roleRunita Verma
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