“Challenges in today’s business world require diverse thinking,” says Katherine Conway, head of Diversity & Inclusion and Community Affairs for Aon in Europe, the Middle East, and Africa.

It is all about driving business value. Every client seeks teams to demonstrate creative and unique ideas that can further reflect the global workforce.

This is where HR technology – artificial intelligence (AI), algorithms, and data analysis plays a significant role in finding the right type of talent to fill in jobs. Having the right control can easily evaluate the candidate’s skill and expertise in a specific area. It also excludes any characteristic that provokes any type of bias.

Diversity plays a significant role in increasing teams’ collective intelligence, this eventually drives innovation within the organization. A diversity of having multiple skillsets, talents from different backgrounds, and a multivariate set of experiences. Yet, sadly, recruiters still tend to fall under a series of biases leaving behind the opportunities of hiring a diverse set of talents.

In such a situation, technology could be used. For instance, artificial intelligence could be used as a tool that can help companies to ensure diversity of hiring. The use of technology in recruiting is not to replace any recruiting officers but to work along with them while improving the hiring techniques.

Most often fresh and unique ideas come from a newer perspective and working along with a diverse set of the group encourages different perspectives. Simply said, this collective set of a group depends on multiple factors and diversity is one crucial factor.

A renowned study conducted by Thomas Malone – MIT said that the best and simplest way to initiate diversity within the organization is by introducing more women in different groups. This will automatically increase diversity. If any team member demonstrates social perception, it is said that the group is more aligned to collective intelligence.

Unfortunately, diversity and soft skills are those skills that demonstrate the most social perceptiveness. However, such skills have always been overlooked during recruitment. This is where the recruiting officers or top HR leaders need to pay close attention to while hiring talent for their firm.

Not to mention, this is one crucial area where technology like artificial intelligence plays a major role.

AI if used correctly has “a shot at being better at decision-making than we humans are, particularly in hiring,” and “it’s not about replacing human intelligence, but rather about complementing it,” proclaims Aleksandra Mojsilovic, research fellow in AI at IBM.

What are the top ways through which AI complements human recruiters?

AI helps,

  • Process ability – if you’re looking to have a diverse set of the talent pool, you’ll need to do a little tweaking on setting the net as wide as possible. This eventually takes time, but with the help of AI, your hiring net can be quickly spread wide and far within no time.
  • Target the right skill sets–the technology helps identify the right set of skills the organization is looking to hire. AI is said to be highly supported by AI even during interviews. Therefore, help avoid bias especially in terms of race and gender.
  • Speak to candidates – you may ask the question, how? Language is a major challenge often faced by top HR leaders hiring the candidate. Thanks to AI. The technology has been programmed in a way where it can easily understand any type of communication style of any candidate or group talks.

Although digital interviews can put some candidates off, while for some the AI interviewer is a preferred option. For instance, for those with ADHD or autism, an AI interviewer is highly preferred since dealing with real-life interviews might be a challenging situation for them.

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