Organizations have suffered severe adjustments in their working methods as the COVID-19 pandemic continues to affect lives throughout the world. Companies are becoming accustomed to the notion of remote working as the majority of their employees operate from their homes.

Due to the absence of business during the lockdown, some organisations have laid off or furloughed personnel. Lockdown restrictions are being eased in several nations, including India, and work is resumed in business clusters, although remotely. Organizations are attempting to regain their footing. To ramp up the pace of work, many of them will immediately relaunch their hiring procedure.

With social distancing remaining a key factor, remote recruiting is projected to become the norm, as prospects and potential employers will not be seated across a table. They would be able to connect thanks to digital technology remotely.

Recruiters will need to rely on digital technologies to assist them in overcoming the obstacles of remote hiring without sacrificing the quality of their hiring process. To do so, these businesses will need to include cognitive technology platforms such as artificial intelligence (AI) into their HR IT stack. AI in recruitment can help businesses breathe fresh life into their remote workers.

  • AI In Recruitment

Artificial Intelligence may give technical efficacy a human touch. It can assist remove human bias, improve applicant experience, and provide a cognitive ability to make human-like judgments without the risk of human mistakes in the recruiting process. Because AI technologies can replicate human abilities to think and make judgments, they can assist a corporation in hiring a candidate without meeting them in person.

Using AI technologies, recruiters may offer their hiring process an edge in the manner listed below:

  • Automated Candidate Sourcing

HR recruiters must set up a pipeline to find new prospects for their company. Typically, candidate profiles are gathered from various sources, including job boards, social media channels, and the employer’s website. This is a time-consuming procedure that is vulnerable to human bias. Recruiters, on the other hand, can automate their screening process owing to advances in artificial intelligence. Many firms have automated the resume screening process thanks to AI-based software.

AI aids companies in reaching out to a much larger applicant universe because of the speed with which it speeds up the screening process. It also removes the necessity for a screening interview with the prospects because it is reasonably quick.

  • Recruiting Talented Candidates

Organizations may need to continue working remotely for a time due to the COVID-19 fear. Artificial Intelligence can help you find remote workers who fulfill your company’s needs without having to meet them in person. AI-based pre-assessment tools assist in determining whether a candidate’s personality and working style are a suitable fit for the company. They have a built-in algorithm that considers numerous criteria such as the candidate’s cultural background, aptitude, soft skills, and potential to succeed in their chosen career path to forecast the quality of AI in recruitment. All of this would have necessitated a lengthy face-to-face interview with the candidate previously.

  • Using AI-powered Chatbots

Due to the lack of face-to-face interaction, remote working may face obstacles. This is especially true in the case of small hiring. Prospective workers need to connect with the company they want to work for, yet remote recruiting prevents them from doing so. AI-powered chatbots, on the other hand, can guide an applicant through a smooth recruiting process. Engaging with applicants and addressing their questions while picking up on facts pertinent to the recruiting process may significantly improve the candidate experience.

Natural language processing (NLP) capabilities allow chatbots to connect with potential prospects across numerous platforms. AI-powered chatbots help organizations save time by providing candidates with frequent updates on their applications, scheduling interviews, and responding to candidate questions.

  • Face-To-Face Interviewing With Facial Expressions

The usage of video paired with Artificial Intelligence is one of the essential technologies for remote recruiting. Because they allow for face-to-face connection, videos are an excellent approach to interview slim prospects. Video interviews may be planned and attended promptly because no one needs to go to a particular place. This is a perfect strategy to hire individuals, especially in the event of a pandemic. Before reaching a choice on a candidate’s candidacy, one might review video interviews recorded and analyze them for the candidate’s personality and other attributes.

Employers may scan the candidate’s facial expressions to identify their personality qualities when AI is integrated into the video interviewing process. This type of AI-powered decision-making is more dependable than a gut feeling since it is backed by research. Many firms are already experimenting with face recognition technologies to evaluate their prospects.

Conclusion

People must continue to improve their abilities and provide data to keep AI systems under wraps to keep progress frameworks progressing. Keeping in mind its limitations, artificial intelligence is expected to propel the concept of remote work higher than ever in the following years, given the current global scenario.

So, if you wish to integrate AI in your supply chain business, contact the ONPASSIVE team.