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Automation is disrupting traditional models of recruitment

Businesses continue to need appropriate new hires. The most pressing needs, according to the human resources website Ideal, are: quality of hire, rated as the most important concern by 60 percent of talent acquisition leaders; and time to fill, rated as the top priority for 28 percent of those polled.

Some of the primary trends have been signaled by Felix Wetzel, writing for HR Tech Central. The first trend is that the model of companies having their own recruitment staff, as part of a human resources department, is set to slip away. In place recruitment will be undertaken by the hiring manager and a third party recruiter.

This slimmed down approach towards recruitment will be made possible through developments in artificial intelligence and machine learning, with the effect of putting direct control into the hands of the hiring manager.

This will happen because software can ‘learn’ from their hiring decisions as to the types of candidates (qualifications, aptitude, personality) that individual managers are interested in. The net effect will be a short-lost tailored to the manager’s expectations.

An example of such a service is Elevate Direct. This is an artificial intelligence and machine learning talent acquisition platform. Behind the platform are data scientists who have analyzed in excess of 20 million data points to develop the intelligent hiring platform.

With any model used, to get the best, considerable investment is required. This investment can be, however, in digital technology rather than with a recruitment department. Without automation one survey suggests manually screening resumes occupies some 23 hours, on average, screening a set of applications for a single hire. Moreover, typically 88 percent of resumes received for a role are considered unqualified. Automation offers an alternative means to speed up this process and with better accuracy.

A second change is with agency recruiters, who will need to adjust their work models towards becoming what Wetzel terms “candidate advocates and agents, similar to those in the sports and art world.” This means providing choice (more than one opportunity) and representation (negotiations) to candidates who engage their services.

A third change comes in the form of remote interviewing, using video concerning to help screen candidates and reducing the time spent on holding formal interviews at the business site.

Written By

Dr. Tim Sandle is Digital Journal's Editor-at-Large for science news. Tim specializes in science, technology, environmental, and health journalism. He is additionally a practising microbiologist; and an author. He is also interested in history, politics and current affairs.

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