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Uzone.id – Technological advances impact all fronts, even previously unimaginable, including recruiting new wealthy people in companies. The hiring landscape will undergo a drastic transformation driven by technological advancements in the coming year.
Next year, it is predicted that new trends will change how people are recruited for a job or how companies look for the best candidates to join and achieve a shared mission.
AI will help recruiters to find the best job candidates
Artificial intelligence (AI) will be vital next year in the hiring process landscape. AI algorithms will help companies analyze resumes, cover letters, and social media profiles to identify qualified applicants.
Large companies like Unilever have applied AI technology to analyze the resumes of the deceased without considering information such as name or gender. Hilton Worldwide uses AI chatbots for the start of hiring to reduce wait times and the number of resumes that aren’t being processed— source HRD Connect.
AI in recruiting workers has been proven to help the company’s HRD team find the best candidates, saving time and costs. AI will process and evaluate many applications quickly and reduce bias so that the results provided are more objective.
Gamification for an interactive hiring process
Some companies are starting to include gamification in their employee hiring process. This process refers to integrating game mechanics such as competitions, challenges, and awards during recruitment. Gamification assessments will utilize game-based scenarios, simulations, and puzzles to evaluate the candidate’s skills and abilities.
In addition, assessment through gamification has more accurate competency results needed for specific roles. Through interactive challenges and scenarios, recruiters can see how candidates are problem-solving, critical thinking, and problem-solving skills.
The data generated from the gamification assessment will encourage companies to make recruitment decisions based on the ATA to reduce bias and assess candidates objectively.
The future of the hiring process through one app
Nowadays, everything is connected to technology and the internet through smartphones. Recruiting, applying, and interviewing will also be more manageable through one application. Real-time push notifications will help candidates to stay updated with new job opportunities.
Accessibility also helps eliminate redundancies for applicants and employers by using automation and big data to filter and determine relevant matches.
In addition, the automatically personalized hiring process will simplify and streamline the process to be more relevant and integrated through one system. Through a single application, companies significantly reduce the time it takes to fill positions by automating many of the initial hiring stages.
Job search apps also effectively reach a wider audience. The company also indirectly improves branding by showing that the company keeps up with the times and is seen as a modern and attractive workplace.
Mobile apps are the new future because they provide efficient, personal, and data-driven solutions. As apps continue to grow, both recruiters and candidates can expect to see more innovative features and capabilities coming.
Source: Iyus sugiharto/Unsplash
However, even though it has many advantages, there are challenges that recruiters may face in the year of the competition. First, AI algorithms may help make objective decisions, but this artificial intelligence can perpetuate biases in the data.
AI algorithms may produce biased outputs if paired with data that is not diverse or representative. Unbalanced training data and model architectures not designed to handle diverse inputs can also result in biased outputs.
In addition, because job search applications collect a lot of candidate data, data privacy is also a concern. So, it’s important to prioritize data privacy and security.
Finally, the massive use of AI in recruiting certain candidates may reduce human intervention. For this reason, it is important to still include the human element in building relationships with candidates and making hiring decisions.
(Aisyah)
