AI's Role in Facilitating Workforce Reintegration: An Overview
In the rapidly evolving world of work, Artificial Intelligence (AI) is making significant strides in the field of Human Resources (HR). One such company leading this charge is HireVue, which is helping businesses revolutionise their recruitment processes.
AI tools for recruiting and hiring are no longer confined to the realm of experimentation. They are increasingly becoming mainstream, thanks to their increased accessibility and advancements. HireVue, for instance, is at the forefront of this movement, offering solutions that range from candidate sourcing to predicting employee retention.
One of HireVue's clients has recently reported a 16 percent increase in team diversity through the use of automated assessments and classifiers. This underscores the potential of AI to address skill shortages across key industries and help companies find qualified people for hard-to-fill positions.
AI can also save time for candidates by helping them apply for jobs they are qualified for and avoid missing out on opportunities they may be interested in. For hiring managers, AI can help them spend less time on mundane tasks and more time connecting with applicants.
However, the use of AI in HR isn't without its challenges. Concerns about transparency, potential risks such as discrimination and biased selection, and the human-readability of solutions based on automated decision-making have been raised. To alleviate these concerns, HireVue has taken steps towards greater transparency, disclosing which aspects are taken into consideration, what data is collected, who it is shared with, and which assessments use AI or not.
Moreover, HireVue is working with independent third-party auditors to assess algorithmic fairness, risk, and legal aspects. This move towards self-regulation is echoed by other industry giants such as IBM, Microsoft, Accenture, and Deloitte, all of whom are currently working on independent third-party auditing of algorithmic fairness, risks, and legality of AI tools in recruitment and selection.
The European Commission is also preparing rules that could limit the use of AI in certain sectors and activities due to potential risks. Yet, policymakers are also recognising the potential benefits of AI in HR and are advocating for its wider adoption to help workers and jobseekers.
In conclusion, AI is repairing a broken hiring process by offering more efficient and productive solutions to challenges such as effectively screening resumes quickly. As AI continues to evolve, it is likely to play an increasingly important role in HR, transforming the way we find and hire talent.
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