The digitalization trend in various spheres of social life inevitably extends to management processes, particularly personnel administration mechanisms.
There is a rethinking, updating, and replacement of established staff management methods, considering the introduction of advanced purpose-specific digital tools. One of the key aspects in the mentioned areas is staff selection.
This sphere is experiencing a very serious shift due to the implementation of digital technologies.
How Has Technology Impacted Recruitment?
Recruitment of new employees is considered an integral and one of the most important components of workforce administration activities. A modern organization’s development is impossible without the formation of human capital.
An efficient hiring and onboarding work satisfies the company’s emerging need to have enough staff for productive operation.
The emergence of various tools for recruiters is the first and the most important impact of digitalization on the candidate selection process.
For example, by using a purpose-specific lead generation digital tool like SignalHire, you can acquire valid contact information for prospective candidates to contact them directly.
However, interest in human capital is found not only in the directors’ models of modern companies. The use of digital technologies inevitably leads to the emergence of new social processes.
In the long run, digitalization leads to changes in social relations, the development of social institutions, and a rethinking of the role of the individual in society.
Here are the benefits of introducing digital technologies:
- Saving time and resources of the recruiters;
- Reducing the subjectivity of assessments when selecting personnel;
- A sharp reduction in human errors and inaccuracies in documents;
- The emergence of opportunities to store a database in cloud systems with access from any geographical location.
Modern researchers of the impact of digitalization on employee selection practices note that recruiters are experiencing changes similar to revolutionary leaps. This process is facilitated by the continuous changes in the digital society.
As a result of the ongoing transformation, it is inevitable that organizations will not only strive to implement software tools but also become more digitalized in their operation.
Is It True that Artificial Intelligence Can Help with This?
When we talk about the tasks people gladly outsource to artificial intelligence, we often consider the possibilities of collecting and processing a huge amount of data. A personnel selection specialist daily carries out routine actions of the same type when they have to work with documents.
They also have to make hundreds of other management decisions daily, which require various types of calculations.
Of course, AI is well-known for its outstanding computational abilities, but is it really possible to use them in this field? As for today, there is no complete knowledge about all the possibilities for its application.
When you decide to use an AI, you expect, at a bare minimum, to achieve efficiency comparable to the results of human work. At the same time, machines are already gaining in intensity and productivity capabilities, leading to a much more impressive final result, higher speed of achievement, and a larger amount of processed information and reporting.
Regarding the “learnability” of artificial intelligence, optimistic predictions for the perspectives of quantum computing use give us some hope. In the very near future, machines will be able to “learn” autonomously, using feedback they will collect from their interactions with the outside world.
Artificial intelligence not only accompanies or replaces human activity, but it also influences live employees. This is already a known fact: human team members can work simultaneously on multiple projects thanks to AI.
Outsourcing the most time-consuming processes, like analyzing large amounts of data, can increase concentration, which is important for a recruiter.
Working in tandem with artificial intelligence can help us humans to develop faster and ease the adaptation to rapidly changing living conditions.
Why do large companies use AI? Firstly, it can significantly improve the logistics of the hiring process in big corporations. This concerns both candidates within the organization and outside the company.
Digital assistants for HR directors can do a spectacular job of finding people for standard positions. This approach helps to deal with a large flow of people: AI can swiftly filter the CVs at the initial stage and automatically schedule interview appointments at different times and days.
The introduction of artificial intelligence into searching for employees and their further onboarding in the company allows the business to develop much quicker.
An important detail: anyone can implement the necessary technical tools. You can use specialized software programs to predict the company’s strategy and develop a long-term plan.
The ability to simultaneously verify the text information, recognize speech, and read photographic data allows the AI system to process ten times more information about candidates than a recruiter in the same period of time.
Here is what AI can do for you:
- Optimize the collection and processing of a huge amount of information;
- Overcome a number of errors by eliminating the human factor;
- Increase the intensity as well as productive capabilities of workforce selection;
- Improve the logistics of organizational issues;
- Interact with staff by simulating human speech abilities;
- Introduce multitasking into work with personnel;
- Filter and promptly update candidate databases.
The use of Internet services in personnel selection seems to be a lifeline for many companies. Convenience, reliability, and remote access to the service are the most attractive features of cloud technologies.
The advantages of cloud technologies, especially important for recruiting, are the ability to process and store large amounts of data. It is impossible to overestimate the opportunity to access a database of applicants anytime and anywhere, even in remote work conditions.
Just imagine how much useful information you can get if you use LinkedIn email finder. Social networks can contain information about candidates, their hobbies, or values.
Conclusion
The use of digital technologies for recruitment in modern companies affects their functioning. This article mentions the most popular digital tools successfully used in many organizations. Digitalization allows companies to develop with the help of well-chosen, talented employees.
There are certain difficulties with using digital technologies in recruitment. For example, the high cost of software, the low rate of digitalization of the company, and the insufficient qualifications of recruiters. However, the advantages of using digital technologies lead to the conclusion that there will be no development if a company refuses technology.
