How IoT can help in the Recruitment Process?

With mainstream usage of IoT (Internet of Things), data can be gathered and processed can be automated. Your smartphone can gather data about your health parameters and control your smart devices and also help you navigate through unknown territories. IoT involves a network of objects that can be controlled remotely through sensors, software, and transducers. Animals can be fitted with biochip responders. Cardiac patients can have heart monitor implants embedded. The automobile and healthcare industries have seen the earliest implementation of IoT devices. IoT is enabled largely through Cloud computing. Soon, almost everything we work with will be connected and communicating. Such an application of data and AI on technology is helping people connect digitally from any part of the world. This digital connection can be best used by recruitment firms and HR professionals to find desirable candidates.

IoT and Recruitment

A good HR professional can access information about possible candidates based on the data they access through IoT. The behaviors of potential candidates can help you shortlist the desirable ones. Priming yourself with the right hardware and skills is essential to get a head start over other hiring professionals. 

With the vast amounts of data that will become available, you need to be able to analyze the data to put it to good use. Basic tasks and intense paperwork involved with the initial screening process are automated. With smart applications, hiring professionals can ensure that the process is also cognitive.

Sourcing candidates is by far, one of the most time-consuming tasks for staffing agencies. By harnessing IoT technology, you can move from shortlisting from candidates that have applied to target the potentially right candidates. IoT can help in building an intelligent workforce without the tedious and time-consuming process of perusing through piles of resumes but by using an ATS (Applicant Tracking System) to narrow down to a few candidates per opening.

An AI-guided ATS can be a great support to peruse thousands of resumes. The ATS will refine the resumes based not only on the CVs but also on perusing the candidates’ interests, traits, social media posts, and qualifications. With optimum use of AI in the ATS system, the organization can refine the resume search to match its specific preferences and requirements. This way, the ATS doesn’t churn out a huge list of desirable candidates. This is done with AI algorithms. By automating the shortlisting process, hiring agencies can get the most relevant and best-qualified candidates for a particular opening. This can accrue huge advantages of reduced turnaround time and productivity.

Another revolutionary technology is Google Glasses – another IoT implementation that can be used by HR firms. The interviews can be recorded with google glasses so that the recordings can be analyzed for the decision-making process. In this way, hiring professionals can match the job opening with a candidate with behavior and ethics that might suit the company requirements. Hiring companies have huge databases of candidates and information related to interviews and candidate profiling. Hiring firms must make optimum use of cloud technology to back up their data in cloud computing infrastructure. This way, the data can be accessed anywhere and there is no chance of disk failures and theft.

Interviews and IoT platforms

Another aspect of hiring that will be affected by IoT and AI-based technology is the initial interview process. HR companies are increasingly relying on AI-based video platforms to conduct screening and interviews. Various factors are captured on this platform and later analyzed to aid the decision making. 

A candidate’s psychometric and biometric analysis is done.

Through a mobile app, this IoT implemented bot screens candidates ‘deeply’ for their qualifications and interest. This has been particularly useful during Covid times when some organizations in e-commerce, logistics, healthcare, call centers, warehouses, and retail needed immediate recruitment to address the unexpected spike in demand. The MYA platform was best utilized in high-volume recruitment situations. 

AI-driven recruitment helps to remove biases in the screening of candidates. Hire Vue is another AI-led hiring platform that aids candidate selection with the help of predictions that are AI-led. With such a platform, interviews can be streamlined and consistent. This helps in the fair evaluation of candidates. The inconsistencies in the hiring are largely eliminated. Mobile IoT devices can track and record employee behaviors. Tracked data can throw light on any challenges and how to address them. They can be utilized for various employee programs such as remote working, accident prevention at the workplace, wellness programs, and fitness programs.

Staffing functions will evolve to include AI and IoT-based technology along with human intelligence to improve the chances of matching the candidates to the right jobs and ensuring increased job satisfaction and enhanced productivity. To harness the AI-based technologies, organizations must have clarity on their recruitment needs and requirements. The problem areas, performance indicators, key skills, etc. must be clearly defined. Organizations must transition their recruitment process to modern analytical systems. IoT systems must be chosen after due consideration of scalability, security, and privacy. With the vast potential of IoT to affect organizations in their goals, the recruitment process, and HR functioning will also benefit from the synergetic effect.