2 By: Varun Asked: 05/04/20In: Others What is your opinion on the future of Recruitment / Sourcing? Will Sourcing die because of AI? 2 What are your predictions on the future of Recruitment/ Sourcing? What would a Recruiter / Sourcer need to adapt / learn in order to be always ahead of the change curve? recruitingrecruitmenttechnology Share Facebook 6 Answers Voted Recent Ashfaq Ahmed BANGALORE, India 4 Questions 35 Answers 2 Best Answers 202 Points View Profile Ashfaq Ahmed Added an answer on 05/04/20 at 12:37 pm Today, there are thousands of Recruiter Jobs out there just coz of the below: Unstructured sourcing funnels Data scattered all over the place Sourcing activity is the most time consuming one Now this is bound to change in years to come, with AI & centralized data systems coming up with BlockChain models, its just a matter of time that most of the sourcing activity will be done in couple of clicks. But the question is, can 100% sourcing happen in couple of clicks? 40% of candidates have detailed profiles on the web. That means, they can be accessed in couple of clicks by a good AI or scraping system. But 60% of the candidates dont have a detailed profile. Now this makes the job of AI systems difficult and also the job of a mediocre sourcer. Most of the sourcers dont consider these 60% data sets while sourcing and they tend to miss out on them. Engagement is the new sourcing, people who realise this today and start shaping their recruiting activity more around Engagement will have better careers in near future than those who dont realise. How Engagement = Sourcing? Resumes be it on Job boards or LinkedIn are dead, unless they are updated. And people update it only when they want a new job. But a good recruiter is one who can move a passive candidate & entice him for a new roll. To entice a passive candidate, one should know his recent tech stack which we do not know. But the only way one could stay informed is by coming up with an engagement strategy & trying to understand the new tech stacks of the candidate. Secondly, a proper engagement strategy helps candidate remember you as a brand & candidate might buzz you when he thinks of a Job or might refer his colleagues or friends. CandidateID is one such tool which does an amazing job when it comes to blending marketing + recruiting – a perfect engagement strategy. Conclusion: Sourcing isnt dying, but its just getting more & more interesting. And by clubbing sourcing with a right engagement strategy it gets even more amazing. Here’s an article which believes the same, sourcing isnt dying. Check this Hope this helps 🙂 3 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp HireXpert free ATS 0 Questions 1 Answer 0 Best Answers 15 Points View Profile HireXpert free ATS Added an answer on 12/08/20 at 8:11 pm That’s true technology has become more mature than ever and AI has significantly changed the recruitment process. Here you can try for one of the cv parsing tools i.e.: HireXpert https://txsas.com/HireXpert/bulk-cv-parsing.html . It has a cv parsing technique and this tool brings all the employers, agencies and candidates to a single platform and reduces the workload of recruiters. It has the advanced feature of filtering profile, giving score to individual profile and their prediction about the candidate joining the company, which really helps us to hire a candidate in a smart, fast and fair manner. Try it for lifetime free https://txsas.com/HireXpert/job-slot.html . 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Nivedita Nayak Bangalore, India 0 Questions 4 Answers 0 Best Answers 23 Points View Profile Nivedita Nayak Added an answer on 03/05/20 at 9:01 am AI technology can only enhance the recruitment process. Humanizing hiring with technology will go hand-in-hand. Humans in the loop remain essential. Check out this E-book. https://www.plum.io/hubfs/Resources/Plum%20Future%20of%20Work%20Ebook.pdf?utm_campaign=FY19%20Library%20Download%20Followups&utm_source=hs_automation&utm_medium=email&utm_content=70830315&_hsenc=p2ANqtz-_838JblbcNNj2tRP_zLIqYTYjDj5QYsa-wBcX0nn-XGnoU9KK3525ktwkBDQTIy5uWzH4ub9xvbT5rILrF4gLOcQkWGxCPjdlL5knbnI5-YqJbDls&_hsmi=70830315 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Ashwin narayan Bengaluru, India 0 Questions 1 Answer 0 Best Answers 8 Points View Profile Ashwin narayan Added an answer on 22/04/20 at 9:48 pm Artificial Intelligence is Machine Intelligence – Which is always logical and goes with a pre-written set of rules or Algorithms. Recruitment – Is a process of hiring the right/best talent into an Organization. The Process varies in the Industry depending on the requirement/need and various other factors like Quality of Hire, Time to fill, Competitive Intelligence, Performance etc i. Requirement Gathering – Understanding the requirement is one of the eye factor in recruitment. If you jump into the process without understanding the role, you will end up wasting time to fill the role. We have different flavors of roles and fancy designations in the Industry. AI can definitely pick up the key words better than a recruiter and we are already using competitive tools which understands the Job Description and throws relevant profiles ii) Planning – Now this is going to be the Architecture of your Target. Planning is again done with certain logic – Number of roles, Time to fill, Past experiences, Market Intelligence, Competitor Intelligence etc. Definitely a machines can over the period in time learn the dynamics of Planning too. We already have enough Strategic and Planning tools in the Market for various operations in a company. It just has to take a turn to recruitment practice iii) Sourcing/Screening – Every company irrespective of any Industry has a sourcing tool. AI is playing a major role already in most of the tools and It has become a competitive factor among the Job Boards/Job Portal based Software Companies. Profiles based on relevancy, cloning the profile, strategic sourcing, Technology hiring, Hiring at scale etc has optimized our screening efficiently iv) Interview Coordination – Today we should agree the fact that “Life at office runs by calendar”. We have a lot of scheduling tools which takes the appointment for the Interview from the Candidate. It does everything right from blocking panels’ calendar to blocking the rooms and sending Invites. It may sound difficult when you hire in scale but it definitely optimizes the process to a greater extent v) Offering – It is end of the day numbers. Every company has a range and the ctc will be definitely offered within the range for the desired role. Some times it is just an exception where the ctc may go out of range and which is definitely possible to automate. Yes AI can play a major factor in this regard too But Recruitment doesn’t end there. For Humans it is not just Job. It is Aspiration, Dream, Achievement, Success, Interest and many other emotions Involved. Yes you read it right – “Choosing a Job is an Emotion” Gone are those days where people just work for Re-numeration. When there is so much emotion in chorusing a job definitely Machine cannot give one. You need a “Human touch” for Recruitment. I strongly believe that AI can ease the work of Recruiter but cannot take place of a recruiter. Till we have “I, Robot” (English Movie) actually Invented 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp ashankar 0 Questions 1 Answer 0 Best Answers 15 Points View Profile ashankar Added an answer on 07/04/20 at 11:00 pm AI can only screen the profile but to validate a candidate on their need fitment , skill fitment , culture fitment, Salary fitment.. Recruiter can only make it possible. Machine cannot. 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Hari .. Hyderabad, India 0 Questions 4 Answers 0 Best Answers 23 Points View Profile Hari .. Replied to answer on 20/04/20 at 3:04 pm Very true 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp You must login to answer this question.