Finding the right talent with the desired skill-set and deploying it on the right places is a tough job for HRs and that is why the future will be more occupied with contract-based jobs.

Now, rather than knowledge, its practical implications are more valuable to businesses and employers always prefer future-ready workforce which possesses an ideal mix of skills and experience.

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Although Artificial Intelligence (AI) and Machine Learning are considered holy grails for enterprises in almost every business function, its role is surprisingly underscored in managing the human resources.

With sophisticated data and pattern analytics, AI and Machine Learning don’t only help organisations in hiring the right talent but many of their customised tools enable the managers to extract the best of their teams.

That’s why from Unilever to SAP and Deloitte to Amazon, a large number of successful companies are investing in AI to empower their people.

Changing recruitment needs: Recruitment trends are changing in the staffing industry as employers are no longer intending to hire employees who are unable to upgrade their skill sets in the volatile environment.

Disruptive technologies like AI, Robotics, and Pattern Analysis are going to make workplaces fast and smart, and to compete with them, the talent should have the desired aptitude as well as the skills to adopt innovations in the workplace.

Today, employers seek future-ready workforce; people familiar with the system as well as its tools.

AI & Machine Learning facilitates ATS management: The employment agencies do recruitment in a large volume, which makes it tough to track the Applicant Tracking System (ATS) database.

The recruiter needs to skim through hundreds of resumes submitted by the applicants, and thousands of auto-generated resumes to shortlist top 10 for one opening. Many times, recruiter unknowingly skips a few of the best candidates for the position.

When ATS system is backed by AI and Machine Learning, it helps recruiters to shortlist only the qualified and talented candidates through auto-refining.

It may scan thousands of job applications, and screen only the suitable resumes on the basis of candidate’s social media profiles, likes, interests, traits, and qualifications instantly using an intelligent matching algorithm.

Behavioural analysis for better selection: A lot of recruiting agencies first conduct interviews with the candidates and then schedule the second round.

This is done to ensure if the candidate is fit for the hiring organisation and can fulfil the commitment to delivering them the right talent. Machine Learning has a big role to play in this.

Recruiters can reach a better decision using such devices like Google glasses, and computing eyewear, for real-time behaviour analysis. Candidates’ behaviour can also be judged through wearables like a wristband or so in which IoT sensors are embedded.

These sensors collect and share the data one’s daily routine like the sleeping pattern, working habits, miles one walk per day, or other data with the staffing company.

This life-logging technology enables HR managers to assess the candidates on real grounds and offer them positions, which suitably match their merits.

Secondly, if the recruiter is well aware of candidate’s behaviour and attitude, he/she can also help the candidate in choosing the right career path.

Dealing accountability with authenticity: AI is simply an intelligent choice for HR in today’s highly competitive era where the presence of every employee requires proper justification and accountability of senior managers is an all-time high.

HR managers are accountable before the top management, so, it’s their responsibility to ensure that they are hiring the best talent to meet organisation’s needs and interests.

Here, machine learning also helps them in leveraging the authentication and verification process and detecting the false information/documents shared by job applicants. Undoubtedly, AI empowers HR with precision and perfection, and at large ensures best returns for the organisation in whole.

Better insight means better recruitment: AI and Machine Learning have simplified the entire recruitment and selection process for HR managers and employers. They can concentrate more on improving employees’ productivity and efficiency.

They know that data-driven insights are rather useful on almost every core function that comes under HR; be it the risk monitoring, work delegation, team management, or other imperative issues like cost-cutting and lay off, AI tools are very useful for HR in taking the right decisions.

Also, as AI and Machine Learning provides more real-time analytics, HR professionals can utilise their time more strategically and optimally.

The writer is senior vice president, Judge Group India