The COVID-19 pandemic began over a year and a half ago and how we work has been entirely uprooted since then. It’s no secret that recruitment and hiring practices have drastically changed as a result, too. From layoffs to a recently ramped-up job market, recruitment methods have needed to adapt quickly. With the growth of remote/hybrid work, new AI software tools and a greater emphasis on video interviewing, new trends and tools are steadfastly shaping processes. Are these methods and approaches the start of a new frontier for hiring practices? Only time will tell––but in the meantime––these trends are leading to the future of recruitment.
Office or Home? Why Not Both?
Despite returning to a ‘normal’ state of work, there will never be a surefire way to go back to how the workplace setting once used to be. However, not returning to how things once were isn’t necessarily a bad thing. Many organizations are making their remote or hybrid work environment permanent, as it allows for the unique opportunity for HR to expand the geographic boundary for hiring. By removing a strict geographic range, the options for finding top talent increase.
Not only are HR professionals finding top-notch candidates in a remote workforce, but it also helps build a more diverse workforce and support diversity, equity and inclusion initiatives. A pool of candidates spread across the country is more likely to come from varied socioeconomic, ethnic and cultural backgrounds when locational bounds don’t constrain hiring.
Video Interview Integration
Prior to the pandemic, video interviews were largely uncommon in hiring. Over a year later, video interviewing has had substantial benefits for HR and candidates. The benefits of video interviews have left many wondering why they didn’t adopt it years ago.
One particular benefit for candidates in video interviews is that the revised process reduces travel costs and saves time. Additionally, it may help alleviate interview anxiety and allow candidates to be more authentic because they’re in a familiarized space. The most substantial benefit for HR is the opportunity to replay recorded interviews and re-analyze candidate answers. The ability to record these video interviews allows HR professionals to assess responses and interview performance more accurately. For this reason, video interviews may be here to stay.
Assessing AI for Hiring Practices
The recent adoption of AI has proven to be incredibly beneficial for HR professionals. Hiring managers use AI to streamline the hiring process. Video interviewing is just one example of how AI is being used. While many have found AI to be effective, it does have drawbacks, namely with discriminatory bias.
Data and algorithms are the backbones of AI, but sometimes these algorithms can be biased. Biased AI may unfairly reject candidates based on their race, socioeconomic status and more. To be a critical user of AI is to address these concerns head-on. We must use AI that has fairness and re-train our AI to deliver results without discrimination. In doing so, the candidate pool will grow.
Once AI is assessed and audited to ensure fairness, AI-based technologies can streamline hiring tasks while promoting diversity and inclusivity within the workforce. Doing so requires consistent audits and reviews of your AI’s performance in its implementation in the hiring process. As an HR leader, it is essential to make sure AI is evaluated thoughtfully and that a diverse range of attributes, backgrounds and qualities are accounted for and rooted in your AI system. HR can use AI for good, and it can transform your hiring process when appropriately managed. Without holding your AI accountable, leaders are doing a disservice to their organization and potential top candidates. It’s only when AI technologies are held accountable that everyone benefits.
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