New technology change employment, quickly

One fixed in life is change, and the labor market is the perfect example. Just 20 years ago, job seekers entered physical companies, and they get the printed CVs in the hope of conducting an interview. Today, the recruitment scene is completely dependent on new technology.

The development of artificial intelligence and automation causes significant transformations in the labor market, which makes some jobs out of time – take the roles of data entry and manufacture, for example. At the same time, the constant lack of employment gets the media’s attention on a large scale. there 8 million Job opportunities in the United States, but only 6.8 million job seekers, focusing on the increasing incompatibility between job opportunities and workers ’qualifications.

Companies are subjected to tremendous pressure to fill positions quickly to maintain operations that are not affected while ensuring that the most qualified person finds this position. To balance this employment puzzle, companies need to change employment practices and benefit from new technologies such as AI’s employment tools, skills -based employment platforms, and Blockchain to find and employ senior professionals in industry and employ them before their competitors.

Let’s explore the technology that changes the way companies and searches relate to work.

A more confined intelligent candidate

ATS tracking systems have already improved human resources processes, assisting companies to track applications and automating correspondence. But with the integration of artificial intelligence, employment is transferred to the next level where ATS can now analyze and liquidate biography, and search for specific major words such as job addresses, related skills and industry experience. For example, if the company is employing a data analyst, the human resources manager can assign parameters so that AI that works from artificial intelligence can define biographical priorities that include major words such as SQL, Python and Tableau.

By emptying the manual tasks of artificial intelligence platforms, human resources managers can spend their time in building a happier and more productive workforce, such as strengthening the brand for employers, developing their talent strategy, and developing employee retaining techniques. In addition, since senior candidates are usually only in the labor market 10 daysTo be able to liquidate through the audio fans necessary.

However, when using artificial intelligence in employment, decision makers must take action to avoid bias. previously, Amazon Amnesty International’s algorithm was used to review an appeal of 10 years to understand how to find the best candidates. Unfortunately, due to the decrease in the number of female female employees, the intelligence algorithm believed that male dominance in the workplace was a factor for success.

Although most companies do not design artificial intelligence models that they use, they must bear the responsibility for ensuring moral and unbiased implementation. Therefore, Amnesty International Models must be trained in various data groups and requires regular human supervision to verify patterns is necessary to ensure that employment is compatible with the goals of business diversity. This can be done in the company if the experience is available, or the autonomous consulting companies can be brought to Amnesty International to evaluate the model and its data groups.

But artificial intelligence is not only for companies. Self -powered platforms are now available for job seekers, which can improve CVs, coverage messages and LinkedIn definition files. It is only fair for candidates to be able to use the technology they are exposed to in the application process, allowing them to meet the requirements of ATS systems that work on behalf. This includes adding the correct keywords in the correct density, except for unnecessary information, and checking that the design is approved from the ATS. Platforms can also help candidates to quickly update their CVs for every application and guarantee of CVs, coverage messages and definition files of LinkedIn all tell a coherent story.

Skills -based employment

There has been a growing transformation towards skills -based employment on gradient accreditation data, and the United States leads the way in this human resource revolution. Boston Consulting Group found that job posts that require a Bachelor’s degree decreased 3.9 % Between 2017 and 2022 for vacancies at the college level. This is likely to be associated with inspiration that the skills -based appointments are more loyal to their employers and have a 9 % longer period in their organizations compared to traditional appointments.

While the candidates’ test is not a new concept, for example again in 2017 Unilever I started using online recruitment games, analyzing risk evaluation skills in candidates and fairness during the application process. However, new artificial intelligence -powered platforms provide hundreds of online tests to assess technical skills such as AWS Kubernetes test for skills and soft tests on emotional intelligence and brainstorming.

These platforms provide pre -made reviews, so that companies can test them and Go, or human resources managers can design customizable tests and assessments designed on specific work roles. Artificial intelligence algorithms can also set the difficulty of tests based on the candidate’s responses, which means that companies get a real scale for the candidate skills, and get rid of the need to employ managers to review the test scores manually. Regarding the integration of the test, many platforms offer features such as video monitoring, screen recording and restriction of access to other websites.

Companies are spent around 4000 dollars For the source and employment of each new candidate, so this additional level of the test can provide a large amount of money, especially if it is in a high -turning -turn.

These platforms can easily integrate with the ATS and HR tools that exist through API integration, which allows the exchange of safe data. The data synchronization automatically transmits the candidate information, test results and evaluation measures, which helps to improve the test routine and increase employment speed.

Verify transparent accreditation data

As his name indicates, Blockchain carries “blocks” of records, in a “non -change” series, creating a safe and confident way to share information. This has become very useful for human resources managers looking to liquidate the candidates who decorate resume additional skills and additional years of experience. plus, 48 % Human resource practitioners are very busy so that they cannot verify the qualifications and background of each candidate.

Since Blockchains are unanimous and act as available, this means that once the information is loaded, it is very difficult to change or delete it. Therefore, employees who have found senior candidates can verify their degrees or business dependence data on Blockchain that could have been issued and downloaded by their university and former employers.

In the case of background tests – which usually revolve around Two to five working days– Blockchain records can be controlled by the verified accreditation data and granted permission to potential employers immediately, which simplifies the recruitment process while maintaining privacy.

The labor market will continue to develop along with new technology and social transformations. Therefore, for companies, they remain competitive and coincide with talents effectively with the opportunities they need to integrate new technologies into the recruitment process. With the development of artificial intelligence and Blockchain, they still play a vital role in shaping the future of work – where employment is faster, more fair and more reliable than ever.