How AI Will Change the IT Recruitment in Coming Years

The recent few years have been marked by a swift transition to adoption of newer technologies in almost every industry vertical. IT recruitment is definitely one of them and probably, the most affected one. The rise of AI or Artificial Intelligence is pointing towards a transformative phase for this industry.

However, the most pertinent question being asked in this regard is- Will it replace the human recruiters? Perhaps, it may. But, the whole picture is not that gloomy as it seems to be. In fact, innovative technologies like AI are designed to simplify our tasks and enrich our lives.

It’s a New World Order:

The smart technological advancements are taking us to a newer world order where robots will significantly replace the human workforce. It is believed that a substantial part of jobs in the UK alone will be lost to automation by the end of 2020. If viewed from a wider perspective, Artificial Intelligence is a disruptive breakthrough for the recruitment industry. Though, it is highly misconstrued, it will largely improve the job creation and headhunting processes. There are stats suggesting that 85% job applicants never hear back from an organization after submitting their resume. At the same time, 71% employers complain about their inability to find the right talents. AI can fill this gap by providing valuable insights about the potential candidates.

Implication of Using AI for Recruitment:

The AI-enriched recruitment services can ensure more precision in hiring processes. It will help recruiters in focusing more on interview sessions and onboarding. The traditional recruitment funnel involving mundane tasks of sorting the resumes and matching them with required positions will be handled by the robots. As a result, humans will be left with more time to concentrate on the core tasks. This cost-optimized process will actually bring long-term benefits both for the organizations and recruiters. AI can largely transform candidate screening processes. In this technology, basic candidate questions are being asked by the bots and it helps in collecting the preliminary information about each candidate. There is an automated interactive process where each candidate receives communication from recruiter’s side. There is one more viewpoint to this technology. You can experience a collaborative environment where recruitment companies will work in tandem with robots for some specialized roles.

Will AI Replace the Humans?

Many tasks entrusted on recruiters may go in the hands of bots in the coming years. Automation will affect hiring industry with a serious impact. Some advanced AI interfaces can pose serious threats to human workers in this industry by completing jobs like searching the candidates, sourcing them, interacting with them, matching the candidates, and communicating with the clients. However, these are distant notions. Many experts believe that machines can never replace humans completely because robots can collect data and recognize some specific patterns in them. But, they can’t interpret this data with the efficiency and rationality that only human brain possesses. Also, AI can create new jobs for the IT recruitment services industry. It can bring dexterity in recruiting process, create enriching candidate experiences, and bring significant ROI.

The Solution:

The future of HR industry will be significantly influenced by robots. In this regard, recruiters need to adapt to the latest technologies at the right time. Even in the AI-based recruitment processes, nothing can replace emotional intelligence and innovative thinking of the human recruiters. It will rather streamline the process of screening and support the candidates looking for opportunities in specified industries. As a result, we will usher in an era of smart recruiting.

At Infognana, we have adopted the latest HR tech trends in our IT recruitment services for offering desired outcomes and cost benefits to the clients.

Trending IT Recruitment Software Tools

In the new war to win the best talent for the enterprise, the HR and recruiting industry and its associated market continues to evolve. HR software continues to grow in importance as it plays an essentially pivotal role in the way the (HCM) Human Capital Management strategies are planned and executed in the business companies.

Having the appropriate technological support, boosts an enterprise to achieve their business goals and targets in an efficient and effective manner. This means the spending on HR and recruiting technologies also have been witnessing a high in some of the years now which seems to growing in the near future too. While the companies consciously and continuously move towards an integrated HCM solution which would present a complete solution to the human resource and talent management, let us delve into the most trending software tools which are helping achieve the desired in times ahead.

• Jobvite. Jobvite is one of the most upcoming HR software which is reliable and offers flexible solutions which are designed to serve an enterprise as big as a multinational and SMB. Dynamic software already, it is under constant improvement to deliver an invigorating product which makes it scale the charts of popularity amongst its customers. The long term sustainability and viability of Jobvite can be established from its ability to deliver on areas like CRM and advance analytics employers. Jobvite is here to stay and is certainly one of the safest bets in the market.
• SnagAJob. In the loud market with the most innovative and flashiest options, SnagAJob continues to offer all what is assured for the manifold multi- unit, multi franchise type employers who have their major chunk posted on the software. Its market is continuously on a rise and has a promising future as well. SnagAJob has been offering an integrated as well as standalone solution and has now collaborated with PeopleMatter which is an ATS provider to offer more than before to its clients.
• Portfolium. This software has spread out and entered into exclusive partnership with over 150 universities and thus has a huge database and incredibly sophisticated proprietary. Portfolium offers features such as automated alumni engagement, digitalized career service centers and solutions for white-labeling professional networks which places it at a much stronger position in the market.
• InterviewJet. This is one recruitment tool which has identified the realities behind the fragmented and oversaturated staffing and third party solutions space. The very fact that 40% of its clientele is contributed from third party vendors proves that. Following a straight forward business model, InterviewJet delivers a selective 10-15 high quality probable candidates directly to its client’s inbox every week and if it doesn’t work out another list is with the clients the next week. InterviewJet is a competitive differentiator which is all that matters for future.
• RAI by Hiring Solved. The most recent version launched by the company is going great guns in the HCM industry and termed as ‘the first artificial intelligence recruitment software’ which promises to get even better in the times ahead. It involves predictive models, neutral networks which gives it an analytical approach and has even launched its own integrated AI solution for sourcing and selection.

While the market is flooded with HCM software, choosing from the lot can be a cumbersome process but with Infognana, you can rest your IT recruitment worries with us and concentrate on you core business targets. Infognana promises to bring you the best in the industry talent which will prove to be the wind beneath your wings.

Recruitment Practices For Hiring Success

Having the best recruitment strategy is the basis of having a team of bright and eligible members which contribute efficiently and effectively towards achieving the business goals of your organization. An efficient HR team puts into practice the various tactics to procure and retain the best talent in the industry.

Recruitment involves sourcing, selecting and on boarding employees to an organization. And if you have not formulated your recruitment policy yet, Infognana can help you with that.

Our streamlined recruitment strategies are innovative and derived out of our decades of experience in the field which helps our clients to skim the best talent in the industry. We help you define your IT recruitment strategies which involve best practices in employment branding, sourcing techniques and social recruiting. We not only help you find the new talent but also assist you in identifying and nurturing your top performers. How do we help you achieve this feat?

1. Design a competitive hiring process which makes the hiring experience enriching for the candidate.

2. Improve your recruitment strategy by making it more adaptive and flexible so that it responds accordingly to changing candidate behaviors.

3. Adapting the growing challenges of social media engagement and deriving new hiring processes.

4. Embedding elements of marketing automation for wider reach out.

5. Designing recruitment campaigns which reach out to the probable candidates on mobile as well.

6. Innovative methods which make your recruitment system look more attractive.

7. Understanding that time is of paramount importance for all, a recruitment process has to be fast and efficient.

8. Create a space where the top notch professionals would love to work.

9. The process has to define the working culture and be true to it.

10. Have a commercial so attractive that it taps even a passive talented candidate.

The social media recruitment and advancements along with marketing automation have affected each sphere of business rituals and hiring is no different. The process has to be reaching out to the probable candidates and assure its presence at every square. Being innovative and honest in your approach not only brings you the best but also retain it. If your people don’t leave there are lesser voids. In addition it directly reflects on your working environment and a promising progressive future which helps you get the best in the industry. Having a reformist recruitment strategy is what you need and IT Recruitment Company | IT staffing company india helps you achieve that in the best way.

How to Hire Candidates Who Will Fit the Bill in the Future as Well

Honestly speaking the challenge in finding the right candidate is not limited to someone suiting the current requirements, you need a person who’ll be good enough even after a couple of years. With the ever changing technology, this is easier said than done.

It is an undeniable fact that the challenge for an IT recruitment company lies in hiring candidates who will evolve with their clients in order to face the new challenges that are likely to crop up in the future.

Enough skills to last a minimum period

The trick lies in anticipating the technical skill requirements for the next two to three years at the least, and hiring such candidates who possess such technical skills. With just the basic technical skills, a candidate cannot be good for more than six months, when the scenario is bound to change. While you cannot expect to find people who are prepared to update themselves constantly as per the demand, you can certainly look harder to find people whose skills won’t be obsolete within a six-month period.  The fact of the matter is that today’s skills are likely to lose their viability over a two-year period.

Look for Potential

A seasoned IT recruitment company would never rely on hiring candidates for the skills they possess now. The trick to future-proofing your candidate is not to just go by their technical skills, but to realize their true potential. While they can easily fall in line with the current levels of technology, they should also have the potential and foresight to evolve with the company, adopting new technology as and when it is introduced. Hence, apart from the skills, motivation also plays a major part in determining the suitability of a new hire. Apart from these two qualities, personality too plays a vital role in selecting a candidate for a particular position. While the skills of a person determine what he is capable of now, motivation tells you how far you can push him or her. Finally, it is the personality of a person that tells you how he or she will behave and react, which define the stress bearing capacity.

The correct selection criteria

While an IT recruitment services looks for potential in a new hire, there are two basic requirements that need to be fulfilled. Obviously, the first requirement is the capacity of the new hire to meet the current requirements. The person being shortlisted needs to be able to fit into the role immediately. Similarly, it is important to study the other traits and characteristics of the candidate in order to decide whether he or she will grow along with the company. For this, you need people with better grasping power, and the capacity to learn quickly. These can be verified by standard aptitude tests, more specifically called General Mental Aptitude Test. People who score well in this test are the ones you need, because they play to win, rather than playing to avoid losing, which makes a whale of a difference.

Selecting the perfect candidate is often a great challenge, and it is up to the recruiters to find the best talent. Recruiters need to rely on their experience as well as some reliable data to find the right fit. To know more about the intricacies in IT recruitment look up Infognana Solutions the professional company with rich experience.

Big Data in the Recruiting Process- Is this a Transformational Phase?

The biggest challenge that has always haunted the HR managers is the multitude of unprocessed data available for talent acquisition. Well, HR companies worldwide are fighting this menace with innovative ideas and use of technological tools.

But, none of these measures have proved to be the infallible solution that they have been looking for. However, a breakthrough in this regard has been made by the Big Data technology.

How to Harness Big Data for IT Recruitment?

The process of talent acquisition has taken a strategic turn depending highly on predictive analytics. Big Data helps to attain this purpose by identifying the right talent. It offers insights on the current methodologies and their performance on the parameters of your predetermined criteria. Interestingly, around 42% companies are ready for investing in this technology.

Big Data helps to consolidate a massive pool of information for recruiting. It searches through a large volume of information available online for a particular candidate, looks at a variety of open source codes; finds social media profiles, and finally, offers comprehensive information about the candidate within a shorter time frame.

If you are intended to use its power for redefining your talent acquisition methodologies, you can review your internal data firstly to locate the sources leading to the best hires. Check the job board metrics, social information, government data, outsourced data and online traffic to analyze the metrics of your site’s visibility and preference among the job seekers. So, it can transform the complete process through effective strategies based on the real-time metrics.

Clearly, it has changed the approach of HR Managers and recruiters with a rational process having rich benefits.

Why should Big Data be implemented for Recruitment?

When used effectively, big data can entirely change the hiring process in your organization. Want to know how? Here it is:

It Focuses On The Right Pressure Points:

There is an ample data to be processed for IT recruitment. Here, big data comes forth as a savior by helping in the identification of relevant information. Depending on your recruitment needs, it can sort out the data and you can screen the candidates on the basis of criteria preset by you.

Better Predictive Data:

Predictive analytics is the strength of big data. It compiles the data in a synchronized manner to match with your requirements. Furthermore, it draws out the patterns of recruitment cycle in your enterprise. This includes analysis of employee turnover and onboarding processes. This information enables a comparison of vital business metrics with these patterns. As its result, you have an unfailing predictive data in your hands.

Streamlines the Hiring Process:

It directly addresses and mitigates the challenges of recruitment and employee management. Your HR teams are strengthened with robust database pointing towards the weaknesses of your hiring process and gaps that should be filled immediately to rationalize it in entirety.

The time is ripe for the HR teams to identify the power of Big Data for improving their IT recruitment Services in a rational and strategic manner. At Infognana, we offer comprehensive recruiting solutions powered by big data to discover, assess, and hire the right techies for your business.

Recruitment in Today's Fast Paced World

Today’s world has witnessed some rapid and revolutionary changes that can affect and influence a large number of people living all over the world. These companies that include the likes of Facebook, Amazon and Google have taken digitalization to a whole new level. The current scenario is also seized by the concepts of startups like Uber, Ola and Airbnb which taught the world how to run huge enterprises with minimum business assets and capital. Of course, most of today’s companies last only as long as the concept lasts, yielding place to the next and fading away into the background.

That is probably one reason why most of these companies that figure in the Fortune 500 list do not last as long as the ones that were listed a half a century ago. What’s worse (or better?) is that by around 2020 most of the Fortune 500 companies in existence would be the ones established in recent times. This calls for more agility and flexibility on the part of the new startups to match the expectations of the new breed of customers whose expectations are not only high, but quite unpredictable. Employers, on their part will have to attract think-tanks belonging to the current period.

Even the new breed of workforce has unheard of demands from the companies that employ them, simply because they have more options to choose from. They are able to sense new opportunities like never before and recruiters too are looking out for such uniquely thinking individuals, whose demands from their jobs and employers are at a different level from what it used to be earlier.

Employers to have rolled up their sleeves and got to work to hunt for this new breed of ultra high-tech crowd, and their campaigns are more specialized. They look for talent active on the social scene, the ones that are more digital in their approach. So much so that you find recruitment ads appearing in the most unlikely of places like popular online games that require multiple players (thinkers in the same wavelength).

India too is not far behind, though most recruiters still believe that talent can be gotten the old fashioned way. The new breed of tech startups are looking for the unique and forward thinking talent and have started innovating their recruitment methods, matching the way the talent pool thinks and behaves. The endeavor of these new startups should be to focus on how to make themselves popular as the most sought out employers, where only the best talent is hired, picking and choosing their candidates from an elite set of resumes. This helps them save precious time and money that would otherwise be spend on expensive recruitment drives, which often turn out to be wild goose chases, unless planned properly. To know more about modern methods of recruitment contact Infognana the professional recruitments of the 21^st century.

Crucial Questions on Recruitment Process Outsourcing

Companies today prefer Recruitment process outsourcing to in-house recruiting as it makes most recruitment related tasks a lot easier. However, there are several crucial questions that need detailed answers before you can entrust such an important IT Recruitment Services process like recruitment process outsourcing to a third party. The first question that pops in everyone’s mind is:

Is it really necessary to outsource or can the process be managed in-house itself?

It is true that there is a lot of difference between bringing an employee onboard and outsourcing the service, which will actually make a great difference in the day-to-day activities of your company. However, if you have found that too much valuable time is spent on traditional recruitment, it is better to outsource IT recruitment services as it saves not just precious time but a lot of money as well.

The second obvious question is:

What essential qualities to look for while choosing a partner who is into recruitment services?

In addition to the costs involved, small and medium businesses as well as large business houses need to take into account important factors like reputation, best practices, strong network, and whether their policies are transparent enough. A thorough study of the current staffing needs also has to be conducted. You need to also check if the proposed IT staffing company you are going to tie-up with has a good reputation in the industry.

The third question is crucial as it is to do with costs:

How much will outsourcing recruitment services cost?

The costs can vary from client to client, and will depend on the specific requirements that arise from time to time. However, if you plan on having a long-term relationship with your outsourcing partner you may be able t negotiate the rates to your benefit. For short term or temporary hires the cost is bound to be high, though the costs in-house may work out to be higher.

The next question you need to be asking yourself is:

What’s the difference between recruitment process outsourcing and in-house recruiting?

When compared to in-house recruiting recruitment process outsourcing has a wider reach, allowing you to choose from a wide range of talented candidates. An RPO partner can set up a perfect system that will never leave you understaffed, especially when you take up new, challenging projects. Your recruiters working in-house will always look for temporary solutions, whereas an IT staffing company will offer lasting solutions that help the company grow in leaps and bounds.

What do you stand to gain through recruitment process outsourcing?

Outsourcing your recruitment needs to an accredited RPO partner can give you a plethora of benefits:

• Have enough time to focus on your core competencies, leaving the nitty-gritty of recruitment to an experienced, professional company.
• Deploy your current workforce in more rewarding pursuits that will add to the revenues of the company.
• Save a lot of precious time and money that you would have spent if the process was done in-house.
• Expect to recruit brilliant talent from all over, thus enhancing productivity manifold through exceptional candidates hired on your behalf.

The final question is:

Will Recruitment Process Outsourcing suit your needs?

If you are not looking for temporary staffing solutions and need a permanent solution for your long-term workforce requirements, outsourcing to an efficient RPO partners is the smartest thing you can do. In addition to finding the best talent available you establish yourself as one of the best employers, thus creating a much valued brand image for your company. Learn more about the benefits of recruitment process outsourcing from Infognana, the professionals in the outsourcing business.