Experience in AI Recruitment

Recruiters prefer to hire employees with industry-specific skills since they directly affect the individual’s job performance. Nevertheless, concentrating on these competencies leads to neglecting a vast pool of transferable skills since the right talent is difficult to find. According to LinkedIn’s Future of Recruiting report, skills are 50% more relevant to modern recruiters than years of work experience. Moreover, 75% of recruiting professionals predict that skills-first hiring will be the top talent acquisition priority in their company within 18 months. AddiAItionally, 94% affirm that knowledge of the exact set of skills employees have is essential to informed talent decisions of the staff. Thus, the job market’s constant change and increased shortage of skills make it critical for employers and HR experts to start hiring professionals with transferable skills. This approach will benefit their HR departments in addressing the gap within the staff’s competency and will boost operational efficiency by ensuring no pause in work.

What are Transferable Skills?

Transferable skills are fundamental skills developed through work, other activities, learning, or volunteering, applicable across a wide range of jobs and life settings. On the one hand, such positivist abilities are aligned with experience. On the other, these competencies can be used in different kinds of projects or even industry sectors. Transferable skills can be either hard skills like accountancy, management, and sales, or soft skills such as problem-solving, communication, teamwork, and leadership.

Key Transferable Skills

Employers have become scared to hire people from other industries due to perceived onboarding costs and time. However, individuals with adequate transferable skills bring fresh ideas and energy to their roles. Moreover, they are driven enough to be comfortable stepping out of their comfort zones and require less supervision. From this perspective, transferable skills can be soft or hard. Problem-solving is a prevalent soft ability that entails a strategy of looking at particular examples or general concepts and finding a way to solve them with provided equipment or technology by identifying the problem and finding the quickest way to the solution. Another important soft skill is teamwork. The last decades have shown that empathy and skills of interacting with other workers have become twice as important. Thus, candidates who know how to collaborate are also a great advantage to the employment market.

There are four important transferable skills for hire, among them:

Strong Work Ethic. This is often apparent in individuals who go above and beyond their responsibilities by being passionate about what they do. This often results in excellence and potential promotions.

Analytical/Quantitative. These refer to individuals who are very comfortable with computers and learning to use new software. They are often able to solve problems quickly and efficiently.

Communication. This refers to the ability to interpret information and convey it accurately. An effective communicator also has no problem presenting ideas, projects, or plans and can also listen effectively.

Technical Skills. This often refers to the specialized skills and competencies required to complete a specific task or problem. It can be technology-related, craftsmanship, or other specialized skills.

The Benefits

Reduced Training Time. A candidate is equipped with a set of skills that can transfer across various positions or assignments. This results in saving time and resources of the company in terms of training.

Adds Diversity. Individuals with transferable skills from different backgrounds can create better teams and increase diversity, thereby, increasing overall innovation and productivity.

More Adaptable and Agile. Employees with this set of skills can move to different positions or work on different projects. Companies can become more adept at responding to market changes or business uncertainty.

Problem-Solving. Problem-solving, decision-making, and critical thinking are typical qualities associated with their skill set.

Better Retention. When a company recognizes the key skills and competencies of its employees, they are more engaged and motivated, causing them to stay longer. This means lower costs for the company to keep hiring and training new people.

Leadership. Transferable skills are often associated with leadership skills, and companies can recognize future leaders within the organization.

The Role of Transferable Skills in AI Recruitment

With businesses finding the use of AI for recruitment to be more and more efficient, it is vital to understand to what extent transferable skills need to be used. On the one hand, the use of such skills as innovative thinking, the ability to communicate the target message to the respective audience, to work in the corporate environment and share the overall mission, and to work in the team, can inflate the efficiency of the use of AI. On the other hand, it is questionable whether such skills as strong communication can help increase the efficiency of AI recruitment any further. Below, three of the key transferable skills will be considered in conjunction with AI recruitment.

Transferable Skills in AI Recruitment

Innovative Thinking

By exercising innovative thinking, candidate allows adjusting to the new technology and aligning them with the company’s approach. Hence, innovative thinkers are a perfect fit for developing AI tools and using them successfully. As a result, they are likely to improve the companies’ performance dramatically.

Communication

Poor communication is one of the common problems that one can see in contemporary recruitment. When relying on AI, one can maintain that, because the technologies provide between the lines screenings and analysis, the candidate can save time on communicating with the applicant and interpreting the data to the latter. However, while the AI tools will provide the respective report, it is the HR specialists that are going to communicate with the candidates. Consequently, good communication is a must among HR and recruiting professionals; the issue of communication between the company and the applicants remains the same.

Teamwork

HR is a place where teamwork takes precedence. On the one hand, AI materials, such as reports and data correlations, will allow HR professionals to provide rational results. On the other hand, it still has to be HR that will cooperate in groups to apply said results in practice.

The implementation of artificial intelligence in the recruitment process will require certain changes in the way HR departments assess candidates. The following strategies are designed to optimize the recruitment process for assessing transferable skills using AI:

1. Leverage AI for Initial Screening

Use AI to pre-assess candidates’ qualifications, experience, and the cover letter they have submitted. Focus on evaluating transferable skills during interviews and other interactive stages of the hiring process.

2. Combine AI Insights with Human Judgment

HR may analyze the results of the AI in hiring process, from the candidate’s performance to data on the time in a position, achievement, promotion, and the probability of a successful transfer to another job within the organization. Human judgment is necessary to put this data in context.

3. Encourage a Culture of Continuous Learning

Employers should encourage previous and new candidates to continue developing their transferable skills. Companies should also offer training in such skills as AIautomation becomes more prevalent in the recruiting process.

There are several advantages to including AI in the recruitment process

1.Increased speed：

AI helps to streamline the recruitment process and saves time by automating routine tasks. For instance, AI can screen resumes, or otherwise monitor an applicant tracking system automatically

2. Enhanced Accuracy :

AI tools replaces human recruiters, thereby evaluating a candidate’s CV or examining video interviews and assigning the program based on predetermined criteria.The use of AI in each stage of the recruitment process can help eliminate bias and end in fair decisions.

3.Improvements in efficiency：

As a result of the automation of several recruitment tasks, it will be possible for the duty bearers to focus on their duties and make positive contributions to their fields of play.

4.Cost：

AI optimizes the existing resources and palpably reduces the costs that are associated with the recruitment process.

5.Avoiding unconscious bias：

In the same way, when using AI tools in recruitment, the decision-makers can focus on employee competency and skills, thus avoiding the temptation to consider status or demographic information. Furthermore, the AI systems are also programmed to identify and select candidates fit to work in an organization or for a certain job position based on their skills and knowledge. In so doing, this choice allows an organization to attract a diversified applicant pool.

How AI Avoids Biases

The AI tools achieve this purpose by evaluating the applications of the applicants based on established and objective criteria. They, therefore, stymie the rise of unconscious bias in decision-making processes. In addition to that, the AI tools can be programmed or customized to match and pair job descriptions and specifications with the experience and competency of the job seekers.

In general, the use of AI tools in the hiring process can provide invaluable data-driven expertise on the most effective strategies for finding ideal candidates and discarding less attractive ones.The integration of AI in recruitment is transforming the hiring landscape, making it more efficient and data-driven. By focusing on transferable skills like innovative thinking, communication, and teamwork, you can maximize the benefits of AI tools and create a more effective recruitment process.

StrategyBrain’s AI Recruitment

StrategyBrain is an effective tool in the recruitment process since it helps recognize candidates with transferable skills. With a massive amount of resumes that AI has to scan and identify, it can provide a benefit in quickly matching and screening applicants in a shorter amount of time than a manual recruiter’s screening of qualifications.

Benefits:

*AI can predict a candidate’s potential success based on their skills and prior experience by assessing the AI program. This allows recruiters to make more informed decisions.*

*Personalized candidate recommendations are provided by AI algorithms to ensure that a specific candidate will fit the organization best.*

*Unconscious bias is reduced to help focus on competencies and credentials rather than demographics.*

*The AI program is continuously learning.

Meet StrategyBrain, the leading AI recruitment technology enterprise. At StrategyBrain, we focus on improving businesses’ hiring processes by harnessing the power of cutting-edge AI advancements. We introduce innovative solutions to facilitate candidate sources, refine selection, and implement better talent acquisition strategies. We are devoted to efficiency, accuracy, and assistance to help your organization achieve recruitment objectives.

Q&A for HR Managers

* Q:How can AI help me identify transferable job skills in my candidates?

* A;Resumes are scanned for keywords and trends to determine which skills are valid for the profession. This shortens the process of manual screening.

* Q:What grudges does the use of AI in the hiring process?

* A:It enhances the process of hiring, reduces bias, offers personalized recommendations, and exposure to hiring decisions. Additionally, if features continuous management and learning.

* Q:How can I utilise StrategyBrain’s offers?

* A: It reduces the time required to hire, enhances the quality of the candidates, and optimizes hiring strategies. This is done by StrategyBrain, and our AI recruitment technology program assists by providing help and learning opportunities. Legacy AI solutions are used in those programs.

* Q:How do I get started with StrategyBrain’s offers?

* Simply contact us, and based on your characteristics, we can provide assistive features that will be beneficial for your company and objectives.

Conclusion

Implementing AI into the hiring process does not just mean following the general trend of modern technologies, it is actually the most substantial way to make the recruitment process more efficient, productive, and fair. As AI can handle some of the most annoying and routine tasks which human specialists are tasked with, bring the quality of hires to another level, improve candidates’ experience, and resave from bias, there are no other means to combat all the modern challenges and fulfill the job of recruitment teams.Recruiting employees with transferable abilities offers a number of advantages, such as less time for training, diversity, better adaptation, and problem-solving. However, the key responsibility is assigned to AI recruitment technology, and StrategyBrain findings answer its potential. AI solutions are crucial to identifying them. Finally, by integrating AI into the recruitment process, you can achieve top-level effectiveness in acquiring talent, avoiding biases, and making informed decisions on employment. Make your recruitment process revolutionary with StrategyBrain’s AI tools and begin today!