Hello Data Keepers,

Picture this: A large enterprise with worldwide operations obviously hires thousands annually. If the company's hiring process had to be conducted manually - meaning sifting through each and every application manually, the HR Managers would be left with no time for any other people management issues. Salaries, incentive allocation, performance tracking, promotions, bonuses, to name a few will take a backseat. Add to this mind-boggling task, the HR managers have to constantly don the hat of a critical thinker in order to hire smart for their organizations. Only when they critically analyze candidate profiles, will they be able to provide the hiring managers insights on what they should look for when interviewing job candidates or even while considering a manager for promotion.

Post the economic slowdown, companies or employers have had the upper hand in the hiring process. There was a large supply of employees in the marketplace, and companies generously filled in vacant places with bright talent. Today, job seekers are customers and they are the kings! And they are enjoying the umpteen options available in the job market.

That said, just as employees' expectations from companies have gone up, companies have also raised the bar on their expectations and expect that candidates meet the minimum job requirements. For years, hiring managers went with their gut feelings and intuitions. This is coming to an end with Artificial Intelligence analyzing candidates from both the sides of a coin, (read: paper).

So, in the new age business world, where jobs and skills are undergoing a massive transformation, the recruiting has to be not only quick, but smart.

It is no secret that technology is the greatest disruptor today. Talent acquisition tools that assist quick and smart recruiting such as Machine Learning, Robotic Process Automation and Predictive Analysis are becoming popular among hiring managers. Predictive analysis tool becomes increasingly important in the context of Intelligent Hiring or "Cognitive Hiring". Background checks, assessments and a candidate's past behavior enable hiring managers to look for leadership or executive intelligence in prospective candidates through machine learning tools. Predictive tools analysis take the task of guess working and provide the recruiting managers with an accurate report based on past cognitive behavior of the candidate against a scale that represents the perceived possibility of a candidate's job success graph.

The world of recruiting is a digital experience for both the candidates and recruiting managers. The trick to "Intelligent Recruiting" is to let the AI and other ML tools do the basic, time-consuming tasks of sourcing candidates based on past behavioral patterns, while CIOs add value by helping hiring managers to segue into this new world. Meanwhile, hiring managers can keep their focus on building emotional and psychological connects and building the employment brand!

UMASANKER KANDASWAMY

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