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5 Innovative Applications of AI in Recruitment

4 minutes, 4 seconds read

The growing gig economy has added a new challenge to the organizations’ recruitment settings. While 62% of millennials believe gig work is a viable alternative to mainstream jobs (Deloitte Global Millennial Survey 2019), only 8% of HR Organizations believe they’re ready to manage gig or contract workers; thus opening new avenues for the use of technology in recruitment processes. Let’s see how AI in recruitment can benefit organizations in upscaling candidate experience, diversity and inclusion, and onboarding irrespective of geographical location.

How Organizations Can Leverage AI in Recruitment?

According to Grand View Research, the global HR management market is projected to reach $30.01 billion by 2025, of which Talent Management software will cover $13.8 billion worth of the market share. Advanced analytics, apps, and team-focused management practices will fuel the growth of recruitment technologies. The following are 5 areas where AI can out rule existing technologies and HR software.

#1 Screening

Identifying the right candidate from a large applicant pool terrifies recruiters. Surprisingly, only 9% of organizations possess a strong screening technology, says Josh Bersin in HR Technology Market 2019. According to Ideal’s recruiting software ebook, almost 65% of resumes received for a high-volume role are ignored. Now that the inclination towards an alternative workforce is growing, HRs face additional pressure in shortlisting candidates for the organizations. 

In the age where candidates have equal rights to question employers, automated responses aren’t just enough. AI-powered chatbots can not only automate the resume screening processes but also understand the candidates’ queries better and respond in real-time. 

For example, Olivia developed by Paradox is a recruitment assistant chatbot. It helps companies in collecting resumes, screening them, and interacting with the candidates. Olivia bot can schedule interviews and delivers one-to-one candidate experience. 

#2 Identifying Passive Candidates and Rediscovery

According to Deloitte Global Human Capital Trends Survey 2019, 61% of organizations consider finding qualified experienced hires as the most difficult recruitment challenge. Also, 26% of leading recruiters believe- inefficient technology is the reason for hiring setbacks.

Organizations rely on the capabilities of their existing workforce more than a new-hire. However, uncovering the talent that’s a great fit for a new role and their willingness to take up a new responsibility is quite a challenge. AI can help in rediscovering hidden talent among the existing employees thus reducing candidate acquisition costs. 

Another aspect of recruitment, especially for sophisticated roles is passive candidate sourcing. However, identifying and engaging with people who are not currently looking for a job change can be daunting. AI can simplify this aspect as well. Instead of focusing only on a candidate’s resume, sourcing more information from his public profiles and making predictions about the success in acquisition can save a lot of human efforts. 

#3 Sentiment Analysis

AI can judge a candidate’s sentiments better than a human because there won’t be any conflict of emotions during an interview. AI can identify, extract, quantify, and study the candidate’s states using procedures like NLP (natural language processing), computational linguistics, facial recognition, and biometrics. 

Through AI, companies like Unilever, IBM, Dunkin Donuts, and many others are analyzing a candidate’s facial expressions during video job interviews. For instance, using the HireVue AI-driven recruitment platform, Unilever was able to hire for entry-level jobs from 1200 more colleges.

#4 Defining Jobs APIs

Deloitte Global Human Capital Trends Survey 2019 reports – 25% of organizations feel constructing an appealing job offer as challenging. Moreover, according to HRDrive 2016 survey, 72% of HR managers claim to provide clear job descriptions. But, only 36% of candidates say they understood it.

AI can bridge this gap by mapping industry jargon and search queries. AI can also present descriptive job descriptions or skills requirements in concise language that can save the candidate’s time and hence improve conversions.

On 15th November 2016, Google launched Cloud Jobs API- a machine learning service to improve the hiring process by providing a lingua franca between the job seeker and employer job postings. It comprises of two ontologies- occupation and skills and establishment of relational models between them. 

#5 Reducing Unconscious Bias

Organizations believe that a diverse workforce improves employee productivity, and retention and yields innovation and creativity. However, diversity hiring suffers a setback because of unintentional bias and recruitment preferences. 

AI can help in reducing unconscious biases during recruitment because it is completely programmable. The model can be trained to clear patterns of potential prejudices based on gender, ethnicity, geography, or even academic institutions. According to Modern Hire research, 49% of candidates believe AI can improve their chances of getting hired.

Will AI Replace Recruiters?

PayScale suggests that 66% of organizations agree that employee retention is a growing concern, making hiring an even more sophisticated process. Benefits of AI in recruitment encircles around sourcing, screening, assessment, and identifying hidden talents. Technocrats believe AI will not replace recruiters, it will simply augment the existing hiring processes. 

We are an AI-first products and solutions firm; feel free to reach us out at hello@mantralabsglobal.com for your industry-specific requirements.

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Enterprises investing in Workplace Mobility Can Survive Pandemics

4 minutes, 21 seconds read

Nearly one-third of the global population is under coronavirus lockdown. Large-scale quarantines and travel restrictions are posing challenges for businesses to continue their operations. While workforce protection remains the top priority for enterprises, prolonged isolation is an eye-opener to adopt workplace mobility.

As the world continues to fight the pandemic, flatten the curve and try to maintain normalcy by working from home — teams everywhere are trying to stay productive so that daily operations can continue to some degree. But this is not an easy task. By working remotely, there are a lot of challenges especially in communication and connectivity, not to mention challenges with remaining productive throughout the day. 

There was a time when mobility at work was considered a perk. Today, almost everyone, at some point, agrees that flexibility and liberty to work from home is essential. The 2020 Enterprise Mobility Trends Report anticipates that 42% (18.7 billion) of the global workforce will embrace mobility by 2020.

The need for workplace mobility

Workplace mobility empowers people to work from anywhere, at any time and from any device. It directly impacts employee productivity as well as the speed to execute business processes. How?

Dan Ariely, in his book Predictably Irrational, categorizes human behaviour in lines with the market and social norms. Market norms apply a monetary value to every transaction — salaries or payments against skill/talent. Whereas, social norms rely on the exchange of gifts, kindness, favour, etc. and is far away from any monetary transaction. 

While stringent work policies tend to inculcate market norms (skills are calculated against salaries), flexibility instils social norms (empathy and concern). People are willing to do more on their free-will.

In this 24/7 work environment social norms have a great advantage: they tend to make employees passionate, hardworking, flexible, and concerned. In a market where employees’ loyalty to their employers is often wilting, social norms are one of the best ways to make workers loyal, as well as motivated.

– suggests Ariely

How apps and AI-driven mobility solutions for employees can keep businesses operationally afloat?

By 2025, the number of unique mobile subscribers is projected to reach 5.9 billion. Market researchers also anticipate that there’ll be nearly 25 billion IoT devices, most of which will comprise business-related connected devices. However, it’s not just handy devices that are enabling mobility at work. Technologies are also empowering businesses to readily adopt mobility. 

For instance, Google has introduced a deck of enterprise mobility solutions. It provides cloud support to collaboration apps and management tools. Apart from G Suite, Google has invested in android and chrome platforms to support workplace mobility. 

Workplace mobility apps and features

Many organizations require time logs to ensure overtime and bonuses. Apps like SecurTime provide a cloud-based time-attendance workforce management solution with real-time tracking. It seamlessly integrates with payroll/HRMS and biometric systems without any dependency on hardware.

When people work remotely, creating a virtual collaborative environment can concern businesses. While email is the channel for all formal communication, it’s usual to lose track of conversations in emails and messengers. To organize work and priorities at the team level, Slack and Trello are popular apps.

Organizations with in-house software development teams often face hassles while planning, tracking, resolving bugs & issues and releasing products. Jira — an agile project management tool helps organizations to track every phase of product development and team progress irrespective of their physical location.

AI-driven enterprise mobility solutions

Mobile devices and cloud platforms are making it easier for teams to collaborate and deliver. Moreover, employees save substantial time on travelling, which gives them time to indulge in activities that foster creativity. 

Gartner predicts that by 2021, 40% of new enterprise applications will include AI technologies. So far, the adoption of AI was seen in consumer-facing operations to enhance customer experiences. Now, organizations are also focusing on enhancing employee experiences. For example, leading organizations are using NLP-powered chatbots for handling employee-queries regarding leave, work from home intimation, business-travel, etc. 

[Related: AI in recruitment and discovering talent]

Technology can equip employees with information at hand. AI solutions like Zelros provide instant information to Insurance sales advisors regarding products, clients, etc. 

AI-powered applications are becoming more human-centred and they can execute commands without touching/pressing a button. For example, with gesture recognition technology and voice user interface, simple tasks like sharing a file, reading a report, etc. can be done while driving, spending time with kids, evening walks, etc. removing dependencies that delay work.

[Related: How does AI recognize hand gestures]

The use of AI is evolving to automatically prioritize problems and send notifications to the concerned departments. SVM (Support Vector Machine) and CNN (Convolutional Neural Network) are machine learning algorithms for building classification models.

The bottom line

While one can prevent wars, natural calamities and pandemics are unavoidable. In the current context, the heat of the Corona outbreak is severely impacting industries including aviation, e-commerce, education, tourism, entertainment, hospitality, electronics, consumer and luxury goods. Businesses are thriving to remain operationally afloat. 

Embracing mobility at work today can prepare organizations for tomorrow’s pandemic resilience. 

Mantra Labs is helping enterprises invest in building their pandemic resilience by planning and scaling their mobility infrastructures, and enable greater use of mobility as a service. Talk to us today to know how we can help you, or reach out to us at hello@mantralabsglobal.com.

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