Role of AI in assessing candidates for a Job?

Algorithms mining our photos and voices to decide our fitness to be considered for a particular job can sound scary, but the truth is that advancement of AI in recruitment is developing at a fast pace. Most of the top recruitment agencies are using AI for assessing candidates for a job. It is estimated that in USA alone, there are 6,000,000 job seekers and the available jobs are estimated to be 7,000,000.

Big or small, recruitment agencies and companies are struggling to identify the right fit talent for specific jobs, as a clutter of information is around them. Making meaning out of this clutter requires intervention of a simple automated system, at the least, if not an AI based system. However there are a lot of changes that happened in this area during the past few years, employees have started giving priority to softer factors like organization culture, passion over pay scale and recruitment agencies KSA market, Saudi Arabia have also understood that they need to improvise to address these challenges.

One of the key issues with job interviews today, is that the entire process lacks a proper structure, leaving a major portion of decisions to be based on the psychological bias of the interviewer at the recruitment agencies. But with AI a proper structure can be implemented in the overall process, thereby improving the transparency of the process and the quality of the entire process. This could also help companies in bringing about standardization while outsourcing the process to multiple recruitment agencies.

Technologies like video and audio capturing are the best allies of AI. The AI system analyses the voice of the candidate that includes aspects like vocal pitch, loudness, voice modulation, intensity etc., and posture, various gestures and facial expressions  (surprise, anger etc.,) to analyse the right fit of a candidate for a particular job. This level of standardization can definitely help recruitment agencies or Outsource HR Service companies to choose the right fit candidate for any position. An interesting research was conducted as the AI system monitored the emotions of a CEO during an address to predict the company’s future performance.

Inspired by pandemic blues, digital savviness and changing perspectives on work, life and safety – These 5 Hybrid work models are gaining quick popularity with global leaders.

Office-centric hybrid – A wait and watch model for companies who prefer to test the waters. In this model, employees will be working from their offices most of the time, but they will be given a choice of working from another location, one or two days a week. The core strength of this model is that it provides better cohesion between employees and is ideal for companies that promote growth through collective thinking.

Fully flexible hybrid – A progressive thinking model that empowers employees to choose between the best of both worlds. The resilience of this model is yet to be seen as the success of this model depends on how effectively the business is able to ensure Sustainability, Productivity and Inclusivity.

Remote friendly hybrid – In this model, a certain percentage of employees will be working remotely full time, while the majority of the employees have to come to the office. This model is also plagued by various disparities with executive face time, perks, promotions and access to information.

Hybrid remote office – This is a more employee-centric model that allows flexibility for employees to choose from a remote option, flexible work or an in-office option. This model allows a certain level of predictability than a fully flexible model.

Virtual first – In this model, 95 – 98% of employees would be working from a remote location. This is a cost-effective model for new businesses or start-ups, however, one of the downsides of the model is the challenge to build a strong sense of belonging to the business or brand.

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