HUMAN CAPITAL
for some , be impersonal and dehumanising . If the initial selection process is made using AI and chatbots , managers may need to spend more time with candidates getting to know them and showing the personality of the business .”
According to James Brook , creator of TalentPredix , a next generation of talent assessment technology , it is important for recruiters and business leaders to remember that candidates should be treated with the utmost respect , dignity , and fairness at all times .
“ Emerging technologies such as machine learning , video screening , gamification , predictive assessments , and data analytics can all enable and improve your strategy and processes , however , they need to be sourced , implemented and evaluated in a robust and considered manner that prioritises the candidate experience ,” he said .
One of the biggest mistakes businesses make , according to Brook , is to purchase the latest Applicant Tracking System , video interviewing application , AI-based candidate screening tool or other recruitment technology without getting the basics right first .
“ It is crucial to start by reviewing gaps in your current process , what you ’ d like the future process to look like and your specific recruitment technology needs . This includes internal stakeholder and candidate feedback , time-to-hire stats , cost-perhire , retention rates , internal progression rates , performance of new hires , and DEI ( diversity , equity , and inclusion ) data . Only once you have created a strategy for achieving your desired future state and defined your sourcing criteria , should you proceed with building your tech stack to improve recruitment and retention .”
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