Artificial intelligence, machine learning, and deep leaning has been around us for quite some time and is being incorporated into our daily lives. With the transformations in many industries, everyone has a question in the mind that how will artificial intelligence affect the jobs of the people. In the talent industry, artificial intelligence is becoming common with soft skills tools and Chatbots. Artificial intelligence will completely reshape the future of talent acquisition.

Artificial intelligence will automate tasks like data collection, data segmentation, data analytics etc. This has reduced the human effort to a great extent. As many technologies are beginning to evolve, you can get ahead of the curve by acquainting yourself with the latest technologies. Let us have a look at how AI can help in the future talent acquisition:

1. AI makes Advertisements More Targeted

Artificial intelligence applications can help in making the advertisements more focused. You can target your jobs or requirements to the people who are looking for the same job or have a similar job profile. You can target the users on the basis of history searches and online activities.

Advertisers can get the browsing information of the user via cookies and can track the candidates who visit your career page. You can use this data in an online advertising platform to make sure that your advertisement is seen by the right audience.

2. Profile Augmentation through AI

Profile augmentation will give you a clear picture of the candidate skills and interests. You can have the option to model the behavior of the candidates based on browsing histories and interests. The job recommendation engine suggests the jobs that are according to the skill set of the candidates. This can be especially helpful in filling up the roles that generally hard to fill. 

3. Personalized Candidate Outreach

Most of the companies have only one version of the employee value proposition that they use for the outreach. But companies will soon develop multiple EVP based on the persona of the candidates. Recruiters can hyper-personalize the candidate outreach to speak more directly to the user’s needs. If you are having a predefined EVP, you can customize it and attract more candidates to join your company.

4. Chatbots to Answer Queries

Chatbots can help the recruiters in answering the basic queries of the candidates. HR managers are well aware of the fact that most of the applicants who applied for the job does not meet the criteria of the profile. Chatbots can filter out the candidates based on their skills and experience level. Chatbots can take a test of the candidates and further filter out the candidates. This speeds up the recruitment process and helps in recruiting the right person for the job.

5. AI in Resume Screening

Artificial intelligence applications can help the recruiters to find out the candidates who have similar skills that their previous recruits were having. As soon as you get a new resume, you can benchmark it with an already existing resume. You can you also screen the resume for not only the keywords but also for the meaning.

So, if someone has used a different term for their skills, an artificial intelligence system is intelligent enough to decode it.

NLP to Analyse a Candidate’s Speech

Natural language processing is a great way to analyze the speech pattern of the candidate, fluency of the speech, pronunciation, vocabulary and even the progression of the ideas. This is great if you want to check the language competency while hiring. AI can also help to judge the native speakers also by analyzing how trustworthy they sound.

As the candidate talks to the machine and machine process their speech to provide a detailed report, there is no need for the human interaction. This will be a time saver in the recruitment process.

6. Check Cognitive Abilities

Language fluency is not the only skill that artificial intelligence machines can be used to detect. Advanced competency tests can reveal a lot about the candidate. There are a number of games that can be used to detect the emotional and cognitive traits of the candidates.

These games are specially designed to detect the problem solving, soft skills etc of the candidates. This can help in understanding the candidate traits better. Like how quickly candidates can process the information, how quickly they can recognize the pattern, how is their memory and more.

7. Facial and speech recognition through AI

Video interviews will become more and more prominent. In the future scenario, a candidate has to speak to a camera and the machine takes the candidate through the list of questions. This can help in saving a lot of time of the recruiters as they don’t have to take each and every interview but still they get the right candidate. Artificial intelligence machines can analyze the body language, tone and stress level of the candidate. 

8. Scheduling the Meetings

Artificial intelligence and machine learning can also help in scheduling the meetings of the recruiters with the candidates. Machine learning applications can look at the schedule of the calendar, ask you some questions and offer you dates to fix the appointment. As most of the task is handled by artificial intelligence, recruiters can focus more on the candidate experience so that recruiters can get a better insight of the candidates. There are plenty of lead generation software like aeroleads.com, which Find Emails, Phone Numbers and B2B Data and schedules the meeting.

Conclusion

Artificial intelligence will completely revolutionize the way how recruitment is done. Recruiters need to realign their skills and change their roles. As artificial intelligence applications are taking over the manual tasks, it will also create new roles and responsibilities.

Some new roles that we have seen to evolve are career coaches and career engineers. They will use the data and AI to analyze the performance of the candidates and offer them the role according to their skills. This will also help the candidates to plan as well as build their career.