Could There Be A Future With No Resumes?

Nilam Oswal

Nilam Oswal

Senior editor

Parul Saxena

Chief editor

Last updated: March 10, 2021

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It’s predicted that resumes will vanish while machines will be the next big thing driving recruitment.

But, could there be a future with no resumes?

Well, most of us are familiar with the process of applying for a job. From our experience, we can define it as a slow and painful process, where it is challenging to have meaningful insight into the candidate’s profile, job, and the employer.

However, with the advancement in technology, companies are now able to transform their business processes, including recruitment. Some companies have already started investing in new ways to introduce personalization and clear communication in the recruitment process.

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Artificial Intelligence is embracing every industry, and HR is no exception. It is reshaping the way HR professionals screen candidates and recruit them. In the coming few years, recruiting and hiring will look completely different.

Let’s consider a scenario! 

Imagine there’s an assistant. Let’s call her Jenny, who will schedule interviews, screen resumes without any bias, and identify the best candidate in no time. You might be thinking, what’s so different? Well, Jenny is not human; she is an AI.

What Impact Will AI Have On The Future Of Recruiting?

Here, we have rounded five ways in which AI will influence the future of recruiting:

1. It will enhance the Job Posting Process

When you want your company’s job postings to reach the right candidates, Artificial Intelligence can do it for you.

AI can achieve this in two ways. The first one is the Predictive Analysis. Many software is capable of examining yours and your competitors’ job postings. They analyze this with the help of structure and language patterns. This can help companies –

  • Write strong job descriptions
  • Determine the difference between underperforming and successful job posts
  • Flag potentially biased language
  • Promote diverse candidate pools

The second way is Data Management Processing (DMP). It makes use of cookies to track visitors who come on your Career page. With this data, you can gauge the candidate demographics. You can leverage the benefits of Google Ads to target them. All in all, this is a move by marketing that the HRs can borrow.

2. It will help hiring managers save time

Most hiring managers’ time is spent on sorting the candidate resumes. Artificial Intelligence can automate this task and help save a considerable amount of time.

Today, many businesses have started using Applicant Tracking Systems (ATS) to sort the resumes. It mainly functions toward collecting and sorting thousands of resumes. Whenever you apply in a company using ATS, your resume doesn’t go directly to the recruiter. First of all, the resume is processed by an ATS. It automatically highlights top candidates for the post; thus, helping recruiters narrow their applicant pool.

3. It will make Video Interviews more crucial for the hiring process

We observed in the past few years that many companies started using video interviews in their hiring process. More and more companies are making a move towards leveraging facial and speech recognition technology for screening candidates. As Artificial Intelligence is capable of monitoring the speech pattern, facial tips, and body language of the candidate, it can determine the stress levels, confidence, personality traits, and more of the applicant.

With companies adopting such technology, they will be able to sort candidates whose personalities best match their company profile and culture. Thus, video interviews will gain immense importance in the hiring process.

4. It will direct the candidates throughout the hiring process

Searching for the right candidate for a particular post is challenging, so it is being a candidate. When one is seeking a new job, candidate experience matters. The user-friendly applicant tracking system, reminders, notifications, and text messages about whether they got the job are all important from a candidate’s experience point of view.

Businesses can meet all these expectations by using AI. They can either put a website chatbot that can answer all the questions of a candidate or set up automated courtesy emails for those candidates who aren’t selected for further interview stages. Employers need to fulfill candidate expectations because if they don’t, they might risk losing a talented pool or develop a bad reputation among other applicants.

5. It will assist the employers in acquiring more information about the applicants

 As we mentioned earlier that Data Management Processing (DMP) helps you accumulate candidate demographics through cookies, Artificial Intelligence can aid you in incorporating that data into a candidate’s profile. Determining what opportunities a candidate is looking for or the jobs he is seeking can be of great help in identifying his interests and skills. This might not directly appear in a candidate’s resume or job interview.

Many candidates end up accepting the jobs that either don’t match their skills, or they don’t want to do. But, AI can enable employers to gain more details about prospective applicants. Thus, they can tweak jobs to fit talented candidates and recommend positions that might suit an applicant’s interests.

The factors, as mentioned above, encapsulate that the use of AI in recruiting can empower businesses to get the most of their hires. Furthermore, it could streamline the hiring process in a way that would also assist the candidates in finding the best job that fits their interests. This will not only benefit employers but also improve the quality of life for employees and job seekers.

Wrapping Up

With the increasing popularity of AI, companies must rethink investing in technologies that aid them to simplify the hiring process. As Artificial Intelligence can review cover letters and resumes, send job posts, and sort applications, it eliminates the time spent on these tasks done manually now. Besides, AI can assess thousands of applications in no time; thus, enabling hiring managers to make informed decisions. Moreover, AI can make job openings more accessible to the audience. 

Equipped with Natural Language Processing (NLP) and machine learning algorithms, AI is proficient at gauging everything – right from an applicant’s politeness to if he is the right fit for your company’s culture. In short, AI can make recruiting a straightforward and more trustworthy process.

Nilam Oswal
Nilam Oswal is a Content Marketing Head and Brand Strategiest at SoftwareSuggest. When she's not hard at work, she can be found wandering, reading, and just generally having a good time in life.

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