The way you recruit speaks volumes about the type of company you want to build. Technology is playing an increasingly important role in Human Resources Management.

It’s a disruptor for best practice and conventional techniques.  Not only it provides the tools to find and hire the best talent but also challenges the role of the HR department in organisations.

Who should be in charge of the hiring process?

While taking care of the first steps in the recruitment process (which include applications screening, testing, and skill matching) is HR’s responsibility, should they have the final say  when recruiting a new candidate?

HR has an administrative role, not a strategic one. It would be best if you considered empowering the direct supervisor of the new hires to decide whether to take them on board or not. Since they get to live with the results of their decisions, team leaders should have the authority to make the relevant decisions but also be held accountable for the outcome. Moreover, managers are responsible for guiding the development of the new hires, organising evaluations, and coaching them into becoming the next generation of leaders.

Employee screening using Artificial Intelligence

The first step of the recruitment process is the easiest to automate.  Use AI to deal with the repetitive tasks associated with the recruitment process. Choose Augmented writing to create job ads that attract the right candidates for your company. Powered by machine learning, augmented writing analyses language patterns to predict what words and language style attracts the candidates you want in your team. With programmatic job advertising, you can target a certain skill set, education, experience and location and make sure your job ads are shown to right people, on the right platform, at the right time. Chatbots are instrumental to good HR practices. Instead of making candidates wait for a reply from someone in the HR department, you can use bots to update potential collaborators on the status of their application. Chatbots are available 24/7, answer questions, schedule meetings and keep interested candidates engaged in the recruitment process.

The new employee onboarding practice can be automated as well. New hires download training courses, information about work processes, team meetings and they’re ready to start working.

By making talent acquisition as efficient and straightforward as possible, you eliminate corporate bureaucracy and increase efficiency. HR departments that accepted their roles as facilitators of talent acquisition report better outcomes.

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Employee training and retention with Virtual Reality

Virtual Reality is extensively used in learning and training programs. In customer service, for instance, training consists of a series of demonstrations that include greeting customers, dealing with requests, setting an appropriate tone of voice, and solving customer complaints. Creating an immersive virtual reality can be very effective in training new personnel. The simulations help employees to realise the direct effects of their actions. They can also travel to other locations virtually, see how things are done there and adopt a new way of doing things. Companies that implemented VR training sessions noticed that the capacity of employees to learn increased significantly compared to when they used traditional training methods.

Neuroscientists confirm that our ability to accumulate and retain new information is connected to the capacity to recognise patterns. This can’t be developed through memorising facts, guidelines, or best practices. Instead, it can be accomplished by instilling flexible mental models that allow learners to understand why systems work the way they do. In other words, by repeatedly exposing trainees to new situations. VR is the perfect way to create immersive experiences, that at the core are about the same thing (performing a certain type of surgery, solving a specific task, dealing with an emergency) but are different every time, just like in real work scenario.

All these recruitment and training practices create a different kind of organisational culture that attracts qualified candidates, interested to challenge the conventional by delivering innovative solutions.