AI and big data analytics offer a solution to this phenomenon that causes loss of projects and wastage of man-hours.
It’s an employees’ market, and employers have to keep chasing them. Often, potential candidates disappear after the final round or after receiving the offer letter. They become completely untraceable, disengage from all communication and just vanish. In most cases these potential candidates end up renegotiating with their existing employers and decide to stay on. This phenomenon is called ‘ghosting’ and results in loss of projects, delays in business delivery and wastage of innumerable man-hours.
In India, as per estimates, ghosting is as common as in 35 per cent of cases, which is the number of potential hires who drop off the talent acquisition pipeline.
Now, Chennai-based AVTAR Group claims to have found a solution to this problem. It has launched a new service, Bruhat Insights Global, that’s based on artificial intelligence (AI) and big data analytics, to provide prescriptive insights that will enable companies to tackle ghosting and increase offer-acceptance ratios.
The new service provides actionable insights drawn from every stage in the entire profiling life-cycle. It is derived from profiling of 1.5 million resumes and promises to close the gap between offer and acceptance. With data scientists and behavioural scientists added to the sourcing efforts, it eliminates human error in the screening processes, especially in volume-based hiring.
Artificial Intelligence is capable of detecting several layers of information that emerge from a single conversation with a potential candidate. But such data is possible only when human insights also combine with AI to build a valuable relationship.
It uses Bayesian inference to create prescriptive offer-acceptance scores of shortlisted candidates, based on 166 unique touch points. It boasts of a transparent recruitment mechanism that includes a candidate’s competency scoring, identity cloud capture, keyword cloud capture and prior offer- acceptance patterns, using AI solutions.
Saundarya Rajesh, chairman, AVTAR Group, says, “Artificial Intelligence is capable of detecting several layers of information that emerge from a single conversation with a potential candidate. But such data is possible only when human insights also combine with AI to build a valuable relationship. This service utilises not only the machine learning that emerges from providing multiple cases to the tool – it also leverages the profiler’s innate skill in having a thorough, data-rich conversation with the candidate”
Umasanker Kandaswamy, COO and joint director, Bruhat Insights Global, adds “During the profiling life cycle of a candidate—which a recruitment partner usually builds over several years—there is phenomenal opportunity to mine data that can help the hiring corporate make an informed choice. Usually, in their hurry to close the position, recruiters often miss connecting the dots. This is where big data analytics and AI’s intervention can give the hiring landscape in India a much-needed fillip.
This article was published in HR Katha on 8th August, 2018.
Now Technology To Take Care Of ‘Ghosting’