Nesting real talent! (A.I or Human )

Picture 01 - Social media

                              Nowadays, with technology, people have a wide range of opportunities to grab jobs in their own country and other countries. This social media post shows a very big problem that human resources professionals have to face. That is, fake talent is coming forward to surpass real talent.

                                In today's interconnected world, hiring the right person for the right job has become one of the most serious challenges. This is not much of a challenge when done within a country, but when interviewing and hiring from other countries, organizations face very serious problems for those involved in human resource management.

                       When conducting interviews with other countries, we often have to limit ourselves to remote interviews. The unfortunate thing about this is that many candidates participate in the interview using artificial intelligence. Therefore, the person who faces the interview using this technology comes out ahead of the person who faces the interview using his knowledge, as they give very accurate and polished answers to the questions asked during the interview.

Picture 02 - MS PowerPoint

                        The person coming forward here is not a capable person, and it is a very problematic situation whether this person has the necessary knowledge for the job.

                            For example, when a data analyst interviews for a job, he is hired based on the way he performs in the interview. But when he comes to work and does the relevant tasks, he has to struggle in the real world. In this case, projects at work get delayed, and productivity decreases because it takes time to find solutions to problems. If this person is not suitable for the job, someone else has to be hired to replace him, which incurs additional costs. These factors ultimately affect the company's goals.

Picture 03 - MS PowerPoint

                     

                                To prevent this, it is believed that giving opportunities to their existing talent and promoting employees is a more efficient and safer step than hiring someone from outside the organization. An internal employee is very familiar with the organizational environment and knows everything about the organizational goals. Since the organization has all his data and since he knows his personality and the order of his actions, the organization can take steps to provide new job opportunities without any additional cost. Due to this practice, the morale of the employees who are engaged in the job also strengthens the chances of keeping them in the company.

                       Hiring is not just about matching skills but also about understanding the personality of the person. Both of these aspects can be taken into account in physical interviews, but in remote interviews, these factors cannot be seen in their true form. Artificial intelligence is not good at understanding a person's personality. No matter how great a person's skills or experience are, if their personality does not match the organization's, it will ultimately affect the organization's goal.

                            As the world moves forward, technology also moves forward in the same way. Soon, various job opportunities will be stolen by AI, and this will undoubtedly be a very exciting opportunity for the entire human generation.

💪 Strategies to Overcome the Challenge.💪

• Conduct interviews based on real-time scenarios that AI cannot complete.
• Recruit based on internal training and promotions.
• Interview through live assessments that are difficult for AI to fabricate.
• Use AI detection tools and check for plagiarism.

                               Considering the above points, human resource professionals should adopt effective human-centric strategies to employ skilled employees who are knowledgeable and based on practical skills, not just paper qualifications.

References,

https://www.quora.com/What-challenges-can-arise-when-using-AI-to-source-candidates-for-recruitment

https://www.cio.com/article/251060/employee-retention-10-strategies-for-retaining-top-talent.html

Mobley, W. H. (1982). Employee Turnover: Causes, Consequences, and Control. Addison-Wesley