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HUMAN RESOURCES- How to make better Hiring Decisions with AI based Talent Assessments- B-AIM PICK SE

While human resources teams have a plethora of disruptive technologies and apps at their disposal, that still hasn't revamped the way companies assess their potential workforce. Even now, most hiring teams still rely on the traditional recruitment process that revolves around resumes — a method that is both biased and inefficient. They see resumes as the primary means to make top-of-funnel decisions.

A survey from CareerBuilder, however, revealed that 75% of hiring managers have caught a lie on a resume. In my experience, it's also common for people to exaggerate skills and capabilities, and to stretch the truth when it comes to describing the scope of their responsibilities.

Now don't get me wrong. I am not saying that using resumes to sift through candidates is inherently flawed. Resumes are good at highlighting candidates' past achievements and experience, but they are not very useful for identifying values and behavior. Therefore, not only do they prevent many talented individuals from hitting the radar, but they can also hurt the employer by preventing them from hiring the best candidates.

Leading employers like Google, Deloitte and IBM have already recognized this problem with the resume-sifting process. Thus, they have adopted data-driven approaches to talent acquisition by incorporating talent assessment tools, choosing not to rely solely on resumes. With AI-powered talent assessment tools, organizations can get valuable insights into candidates and gain a competitive advantage in hiring the right talent.

Here's how you can use a data-driven talent assessment to help you hire better.

Provide Evidence-Based Proof Of Skill

AI-powered talent assessments can offer you a more accurate picture of the candidate and help guarantee that you're placing the right candidate in the right role. Your recruiters should use your talent acquisition software to accurately gauge a candidate's knowledge and level of expertise across various skills needed for the job. Hiring managers can leverage AI-based assessments to gain insight into which candidates would perform in a role, thus instantly disqualifying candidates who don't meet the criteria.

Find The Right Culture Fit

Culture fit is the glue that binds an organization together, hence why it cannot be disregarded when it comes to recruitment. According to the Society for Human Resource Management (SHRM), hiring someone who is a poor culture fit can spur turnover, which can cost an organization between 50%-60% of the person's annual salary. If you incorporate an AI-based talent assessment, you should use it to build a candidate's psychological profile and determine whether that candidate is the right fit for the company's culture.

Increase Diversity By Reducing Bias

Unconscious bias may have a drastic effect on hiring decisions in ways that recruiters and other company leaders may not even realize. Discrimination based on ethnicity, age, race, accent, appearance, etc. adversely affects hiring efforts and fuels prejudicial judgments about applicants, making it difficult for candidates from traditionally underrepresented backgrounds to get hired.

Your AI-based tool can help you remove bias from the process. In my experience, this is one of the primary reasons why employers have added this technology into their job applicant assessment toolbox. For more, read how recruitment technology helps reduce the unconscious bias in hiring.

Classify And Shortlist Candidates

Finally, as a talent acquisition manager, you may have to deal with plenty of data about your prospective hires. Remember that what was once done manually can now be processed in a fraction of the time with AI-powered talent assessments. Recruiters can easily identify specific behavior patterns and swiftly filter out unfit candidates, thus devoting more of their time to focusing on top candidates. Use your AI tool to split candidate videos into different components in a systematic way, and then score them for multiple aspects of the candidate’s personality.

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