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The Future of Recruitment

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Recruitment automation sounds scary – you may feel like robots are filching away your jobs. However, it is not that. Presently, robotics, automation, and other new technologies are making the recruitment procedure easy and efficient. In general, a standard recruitment procedure takes 6-weeks time and costs more than $3,000. However, an accurate candidacy match can reduce the time and resources both.

What we thought to be future of staffing, has already stepped into today’s recruitment industry. Automation, artificial intelligence, robots all are already here to boost up the staffing procedure. It is fast,  detail-oriented and convenient and more reliable.

How Does Technology Help In Recruitment?

Identifying and tracking down the prospective candidate – accumulating their data is one of the most important tasks for recruiters. Sadly, it has been a manual task until now. Without any technological help, it is nothing more than a pile of resumes, application forms, and spreadsheets. For instance, virtual reality has already invaded several sectors like education, architecture, medicine, commerce, gaming and so on. While there are more job opportunities for designers of augmented reality, HUD manufacturers, it can unsurprisingly become a part of the hiring procedure itself.

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Headhunting Software – Machine Learning

Professional qualification is not enough these days. Employers are willing to evaluate applicants on their personal life as well. Presently, headhunting software scans through the candidates resumes and social media profiles (Facebook, Twitter, Linkedin, etc). There are certain algorithms predefined by the employers based on which the software locks down on certain keywords. It sieves through thousands of candidate profiles within a very small time.

In this context, machine learning is doing a great job. For example, Helena is an AI headhunter software created by Woo. She thinks and decides like human recruiters – learning from employers’ comments and improving herself. Employers accept 52% of the candidates proposed by the recruiter software whereas it is around 20% in human recruitment. In the human recruitment process, there is 95% of wastage of efforts and resources.

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Automation of procedure

The employment paradigm is already shifting and now it is becoming more performance oriented. Today, employers want to appoint someone who has the potential to give more to the opening that what it seeks.

Scanning and sorting the potential applicants won’t be enough – they need to be screened and evaluated thoroughly before their final interview. Automated emailing and survey software are quite useful in this circumstance. There is a large volume of information coming in which attracts the recruiter bot. It tells about the vacancy, questions the candidates, evaluates them and even schedules a face-to-face interview with the employer. In case, it is a human recruiter, then it would take days to weeks to accomplish this part of the recruitment process.

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With recruitment bots and process automation, there would be hardly any need for recruiters in near future. However, it would also open up new vacancies and job opportunities like for designers of augmented reality software, recruitment software and more. Also, there is a possibility that people would aspire to excel as the best expert in their respective field and would be less interested in climbing up the career hierarchy.

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