Here's how you can streamline staffing processes using artificial intelligence and automation.

Screening is perhaps one of the most powerful use-cases of leveraging AI. With hundreds of CVs pouring in for each requisition, let us be candid - it is humanly impossible for recruiters to even touch every resume, leave aside evaluating them. Recruiters need to be trained to give relevant inputs to the AI, so it can deliver a good stack-ranking of profiles. My 0.02 to Applicants: simplify your resume. Most organisations use parsing technology anyway to ingest applicant information. Complicated resumes with graphics/pictures/designs/tables can potentially confuse parsers. And this can have a debilitating effect on the output from the AI, which uses the parsed profile. Bottom line - a good candidate, i.e. you, may get a low stack-ranking

Aunque resulte todavía raro de entender la IA ha venido para quedarse. Nosotros en Crearte Consulting la hemos adapatado en dos fases del proceso de selección: 1 en la fase en la que el candidato nos comenta en qué es bueno y en qué quiere seguir creciendo y 2 en la fase de entrevistas visrtuales a través de la IA. En ambos casos nosotros dominamos a la IA y le decimos loq ue tiene que hacer y no al contrario. Si somos capaces de ampliar los procesos de selección con estas herramientas nuestro trabajo será cada vez más minucioso y uniremos tecnolohía con pensamiento humano, no se nos olvida que los que pensamos somos nosotros y la IA es una herramienta más que tenemso a disposición.

Streamlining staffing processes using artificial intelligence (AI) and automation involves several key steps. First, implement AI-powered applicant tracking systems (ATS) to efficiently screen resumes, match candidates with job requirements, and schedule interviews. Utilize AI algorithms to analyze candidate data and predict potential fit for specific roles, reducing manual screening time and improving accuracy. Automate routine administrative tasks such as candidate communication, onboarding processes, and compliance checks to free up time for recruiters to focus on strategic activities. Integrate AI chatbots for handling candidate queries and providing real-time support, enhancing candidate experience and reducing response times.

Post Open-AI, organisations now have a real opportunity to (and are racing to) develop smart Chat-bots. Imagine you as an Applicant, chatting with a really intelligent bot which can understand any questions you may have and based on those recommend to you relevant jobs to apply to. Likewise, for Recruiters. Them giving instructions to a smart bot, that can reach out to candidates, offer relevant interview slot options and basically automate a ton-load of operational / transactional activities. Starting with keying in instructions , this will soon evolve to voice command based actions. This space will be EXCITING in terms of user experience. Watch out for this as this will evolve over the next 1 to 2 years

Early stages Chatbots can help with the initial stages of hiring by collecting contact information, screening resumes and cover letters, and providing employment information. They can also answer common questions and help candidates apply quickly. Engagement Chatbots can help engage candidates and increase application completion rates. Some chatbots can communicate in a friendly and natural-sounding way, which can add a professional yet warm interaction at the beginning of a candidate's experience. Automation Chatbots can help hiring teams automate tasks, such as following up with job seekers, scheduling pre-screen calls, and sending reminders and notifications. Onboarding Chatbots can simplify onboarding processes

Predictive analytics is evolving and how ! HR departments have tons of data and now the technology to leverage that. It is no surprise that CHROs are now becoming a key colleague for CEOs. Strategic Talent and Workforce Planning is here to stay. Based on business plans, past employee turnover data and skill gaps, HR can now generate a smart resource plan. They can even have a view of their "skills pipeline" of what is popular with those into Succession Planning. i.e. Ready Now, Ready in 6 months, as also folks in their database ! Quite looking forward to this space taking benefits of AI !

Automated onboarding uses a platform to streamline onboarding workflows by triggering actions when a predefined business event occurs. These actions can work across apps, data, and teams. Automated onboarding can be used for both customer and employee onboarding: Customer onboarding Can help create a seamless transition from prospect to paying customer. It can also help ensure customer satisfaction by tracking performance and feedback, while still providing a human touch when needed. Employee onboarding Can create a structured experience that guides new hires through every step of the onboarding program without manual effort. This can help new employees get up to speed quickly and reduce operational costs

Espero grandes progresos en este campo. Una inteligencia artificial podría identificar áreas de mejora en la formación, que ni nosotros percibamos. Rastreando productos que no trabajamos, dudas o errores que repetimos, cursos que no hemos actualizado desde hace tiempo, novedades legales, sistemas, productos...que no conocemos...

La inteligencia artificial puede revolucionar nuestro trabajo como la hoja de cálculo o el correo electrónico lo hicieron. Pero mucho más. No sé si será una "compañera" para todo.