Over the past decade, technology has enabled a more dynamic talent and work model. In the aftermath of a pandemic, HR leaders are now rethinking how their department can contribute to prepare the ‘workforce of future’. A KPMG survey reports, 57% of HR leaders believe that if the HR function does not modernise its approach to planning for the future needs of the evolving workforce, it will quickly turn ‘irrelevant’. Clearly, more focus needs to be directed towards agility, and scalability of HR processes with the help of automation and modern technologies like AI and ML. The next generation of HR needs to adopt a holistic, data-driven approach to modernise each aspect of the candidate onboarding journey to deliver a seamless candidate experience in the era of ‘the great resignation’.
Sourcing of candidates
Sourcing of candidates needs to be agile and fast, especially when operating in a competitive candidate market. Clicking through multiple profiles, and shortlisting candidates manually is time-consuming for the HR staff. The lack of time also discourages recruitment teams from creating a personalised hiring pitch for every candidate. Without any personalisation, it’s inefficient to engage with candidates as conversions get affected. The sooner a good candidate is sourced and screened, the sooner they will fill significant positions in a company. AI-driven sourcing can process innumerable profiles, shortlist, and service the relevant ones in absolutely no time. This also leaves HR teams with time to focus on quality candidates. As per HBR, 81% of employee turnover is due to bad hiring decisions. Decisions backed by reliable data not only avoids human bias, but also prevents bad hiring, thereby impacting the bottom-line.
Screening their profiles
Virtual interviewing will remain an option for talent acquisition even in the hybrid model of work. But in the absence of a human element, it’s difficult to read body language and get a sense of someone’s interpersonal skills. Additionally, likelihood of impersonation attacks and identity thefts also increases manifolds, especially as stakeholders work from across geographies. To overcome these challenges, rapid technological advances have been welcomed. Technologies like image recognition and liveness detection are helping HR teams validate the identity of candidates in real-time and helping them match individuals to their IDs.
Verifying candidate documents
When a nation-wide lockdown was announced by the Government, all education institutions and public offices shut down overnight, hampering access to physical documents for candidate verification. This situation created an unprecedented demand for AI-led, data-driven technologies to be adopted more widely through their background screening partner.
According to HRO Today’s report, 87% of today’s organisations consider real-time updates and data from their verification partners as the most critical part of a successful hiring regime. Many vendors in tie-ups with background verification partners like AuthBridge requested to improve speed and online accessibility of past records as the pandemic made physical verification impossible. A few technologies that support this are image recognition for ID checks, geo-coordinate capture for address checks, deep search algorithms and data analytics for criminal checks.
Onboarding new hires
Once a candidate is shortlisted, too many touch points make the hiring journey slow and cumbersome. End-to-end onboarding platforms eliminate paperwork and manual efforts, and creates seamless, automated onboarding journeys for new hires by reducing touchpoints. Glassdoor, a recruiting and company review platform, reveals that a powerful onboarding engine can improve employee retention by 82%. With improved software algorithms, the risks attached to routine onboarding processes are also curtailed. Digital documentation and e-signing solutions are also in great demand due to their ability to remotely manage and authenticate candidates. Infact, it helps to improve the onboarding experience by reducing the number of forms candidates are required to fill. Consequently, saves a lot of time for the HR teams and translates into greater productivity.
Managing and retaining talent
In an SHRM survey, employee retention was the top workforce management challenge, reported by 47% of HR professionals. HR leaders are leveraging automation to incorporate data-driven insights and tackle challenges such as minimising attrition and building a meaningful employee experience. Central ex-employment repositories for employees are becoming popular. These repositories automate the process of employee verification centrally and deploys powerful AI engines to give insights on employee movement. Moreover, AI can be used to divide employees into categories (seniority, department etc.) to create customised engagement experiences for employees.
The article has been written by Ajay Trehan, Founder and CEO, AuthBridge
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