2023 was once known as the "most rolling graduation season in history", with 11.58 million college graduates graduating that year. According to data released by the Ministry of Human Resources and Social Security, in the upcoming 2024 graduation season, the number of ordinary college graduates in the country is expected to reach 11.79 million, an increase of 210,000 year-on-year, and the pressure on total employment is still high. It seems that in the talent recruitment market, there is no most volume, only more volume.
How can job seekers quickly and effectively find the right place to work, and how can employers find a needle in a haystack to accurately match the talent they need? Smart hiring may be a shortcut.
As an example, SICK, the world's leading supplier of smart sensors and application solutions, has been a key part of its acquisition of local talent since entering the Chinese market. Up to now, more than 20,000 resumes have been received for the 2024 class of Sick China. If the traditional recruitment method is followed, the company will invest a lot of manpower and material resources. It is gratifying that Sick China has realized the optimization and upgrading of the school recruitment process management by cooperating with Yonyou Dayi and adopting intelligent recruitment solutions. The data shows that due to the use of AI interviews, the initial screening cycle for school recruitment has been shortened by nearly 30%.
In the era of AI 2.0, intelligent recruitment will open a new era, optimizing resources, transforming processes, and improving accuracy and efficiency.
Increasing talent density is key
At this year's National People's Congress and the National People's Congress, it was proposed to carry out the "artificial intelligence +" action. The key to the implementation of artificial intelligence is the "+" industry and scenario. Specific to the recruitment industry, how to use artificial intelligence to empower has become a top priority.
The changes brought about by AI are obvious, including solving recruitment efficiency problems, improving the accuracy of hiring decisions, and improving the candidate experience. There is no doubt that the booming AI, especially the rise of generative AI, will rewrite the way and content of HR work, and will also open up more imagination space for recruitment.
Entering the "post-epidemic era", economic development is back on track. From the perspective of job seekers, the pressure to apply is still high, and sometimes the resumes sent out are like sinking into the sea. Under various internal and external pressures, reducing costs and increasing efficiency has become a challenge that all enterprises and organizations must face. Therefore, when recruiting, many companies resolutely abandon the original extensive recruitment method and become more "picky", not blindly meeting the requirements of the number of personnel, but paying more attention to the quality of people. Now, a popular saying in enterprises is to focus on improving "talent density", that is, hoping that new recruits can "one to three". This is also an intrinsic requirement for creating new quality productivity.
As a result, it is becoming more and more difficult to find a suitable talent in a large number of resumes. This is a bottleneck that both supply and demand sides of the talent acquisition market must break through. For now, artificial intelligence is likely to be the answer to this constraint. In fact, before the popularity of AI models, the recruitment industry had begun to apply AI technology to certain scenarios. For example, Yonyou Dayi launched customer service robots, outbound call robots and other products as early as 5 years ago. Starting in 2023, generative AI will be popular around the world, and it has become an inevitable trend to apply large models to the main processes and links of recruitment. Whether it is on the HR side of human resources, the candidate side, or the interview side, or even in some scenarios of enterprise management, artificial intelligence technology is increasingly implanted in it, which has indeed played a positive role in promoting the actual productivity.
The introduction of artificial intelligence in the recruitment scenario is not a blind pursuit of trends, but a real demand of both the supply and demand sides of talent recruitment, and they hope to quickly meet recruitment requirements with the help of advanced productivity means such as artificial intelligence, fully liberate the productivity of enterprises, and achieve business innovation and sustainability.
Although artificial intelligence is not omnipotent, it is impossible to leave artificial intelligence. Enterprises want to adjust and optimize their personnel structure through recruitment and continuous personnel turnover, and artificial intelligence is the best bridge and tool to achieve this goal. Recruitment solutions and service providers are continuing to explore the best ways to combine AI with recruitment, such as at the interactive level, where job postings are not published through text but through voice, or robots as assistants, which may eventually disrupt the traditional recruitment format.
With the blessing of large models, recruitment interaction becomes "three-dimensional"
The value of AI is not only to improve recruitment efficiency, but more importantly, to accurately match the right candidates for enterprises. After the introduction of artificial intelligence, on the one hand, it can be accelerated, and on the other hand, through a comprehensive analysis of personnel, positions, and industries, combined with the company's historical recruitment data and future requirements, it can replace the traditional interviewer for more objective and fair screening. On this basis, the blessing of the large model will be the key factor for the transformation of recruitment products and even business formats in the future.
Thanks to the language generation capability of the large model, the most direct changes it brings are first reflected in the interaction level, such as talent discovery, AI interviews and other scenarios.
Let's talk about talent discovery first, mainly to solve two problems: how to judge the compatibility between candidates who submit resumes in the society and the recruitment position; How to determine the fit of candidates in the talent pool of the company's daily operations. With the help of the ability of the AI large model, the talent portrait and job portrait can be effectively constructed, and the key information of the candidate can be refined and summarized through the matching relationship between people and positions, so that the interviewer can quickly grasp the characteristics of the candidate, the matching degree with the position and other information, and find suitable talents from the massive talent pool.
Let's talk about AI interviews, its main application scenarios include blue-collar recruitment, large-scale school recruitment, and FMCG store recruitment. In summary, the scenarios applicable to AI interviews have the following characteristics: the recruitment volume is large, with tens of thousands or even hundreds of thousands of recruits a year; The key content of recruitment includes physical, personality and psychological characteristics, communication and expression skills, etc., and relevant information can be obtained through video communication; Recruitment often follows a competency model, such as what physique, personality and psychological characteristics are required of production line workers.
It is understood that more and more Fortune 500 companies are now using AI interviews, and Yonyou Dayi AI interview solution is one of the representatives. Based on YonGPT, a large enterprise service model of Yonyou, it has created a multi-dimensional competency assessment product including knowledge and skills, comprehensive ability, psychological evaluation, etc., through collaboration with AI experts, human resources experts, psychology experts, etc., and has built 20+ general job models. In the AI interview process, a large number of candidates can be interviewed by scanning the code through WeChat, and the background uses AI technology, combined with the competency model, to analyze the videos taken during the interview, recommend the preliminary screening results to the interviewer, and then decide the candidates who need to participate in the offline interview next. AI interviews greatly reduce the difficulty and workload of offline interviews, and improve efficiency.
The big model is really a plus when it comes to recruitment. At present, more and more recruitment solutions and service providers have begun to integrate AI large models with their own products. But it must be admitted that the AI model is just a capability. For recruitment solutions and service providers, the most important thing is to get to the heart of the recruitment business scenario, truly understand the pain points, apply AI large models, and combine data, knowledge, capabilities, and experience in professional fields to get twice the result with half the effort.
The future of recruitment may be just a "dialog box"
In 1993, The New Yorker magazine ran a cartoon of a dog sitting in front of a computer and saying to his companions, "On the Internet, no one knows you're a dog." ”
In the AI 2.0 era, AI will gradually move from "assisting humans" to "fully automated", bringing enterprises a more efficient, accurate, and humanized recruitment experience. Maybe people will become less and less concerned about whether it's people or AI who are providing services to you.
At present, we are more likely to see some auxiliary work done by AI, such as assisting in screening, assisting in interviews, or assisting in recommending some talent resumes to improve recruitment efficiency. In the future, with the rapid implementation of large models, AI will move to the decision-making side, not only summarizing and analyzing data, but also making forward-looking predictions, including forecasting recruitment needs, or combining social data, economic situation, talent dynamics, etc., to help enterprises better allocate future-oriented talents and take precautions.
AI may be the most exciting way to change the way recruitment interactions are played. Have you ever flashed in your mind that the future of recruitment is a "dialog box" where the recruiter interacts with a machine that assists in all the recruitment operations? For example, if a recruiter wants to find an engineer, they directly ask the AI for recruitment, and the AI will ask a series of questions to refine the recruitment needs. Or when a recruiter says, "Schedule an interview for someone for me," the bot will go through all the processes automatically.
In particular, AI is also evolving to enhance emotional value. AI is not cold, but humane and warm. For example, after successfully completing a recruitment task, the AI assistant will sincerely praise and encourage you - "this project is going really fast", "your work efficiency has improved significantly...... This is not a fantasy, but it is likely to appear in the near future.
In conclusion, AI gives us the key to unlocking the future of recruitment.