In today’s digital age and connected world, organizations need their HR to foster diversity, inclusion and growth amongst workforce. Companies are going to be respected for hiring people on the basis of their skills and core talent, rather than race, gender, age or religion.
It is critical for companies to recognize the hard fact that HR professionals are subject to the same almost unconscious, innate biases and prejudices - that have caused seemingly insurmountable problems in achieving equality at work places. What recruiters need is an intelligent technology which not only enhances the recruiting process by helping hire diverse candidates, but also helps find the ‘right fit’ talent with speed. This is easier said than done.
“Sierra-Cedar research suggests that only 12% of organisations are seriously embarking on strategic workforce planning, and of these, only 25% have technology tools to assist them”- Forbes.
It is a reality today that in the so-called technology-driven work environments, talent acquisition and management have fallen far behind the technology curve. Modern standards of productivity demand that processes be fast, flawless and achieve top results. In HR, this means identifying and bringing in the best people and organising them in such a way as to create an internal culture which is harmonious and productive. The one way to achieve this is through analytics.
Contextual technology can be used as a platform to bridge the gap between data and real-world. In HR, data obviously refers to the unstructured mass of resumes, job descriptions, employee feedbacks and organisational plans. All this information in textual form is of no use unless it is deciphered and analysed in discernible detail.
The advantages of using contextual technology in hiring are numerous.
First of all, a contextual platform is ‘intelligent’ since it understands words in a resume the way humans do. The result of this is that it helps pin point resumes purely on the basis of skills proficiencies thereby helping find the right fit talent and eliminating biases. Contextual technology makes otherwise incomprehensible dumb data ‘intelligent’ and this is the leap that companies need to take with respect to their data.
Secondly, contextual technology works with remarkable speed. Imagine sifting and sorting hundreds of resumes in a few hours! This enables recruiters manage the growing volume of resumes which they typically have to deal with. Resumes are received continually from job boards, advertisements, references and career web pages; in addition to the existing pool.
A contextual platform generates meaningful, useful, and easy to understand analytics from any type of content, be it in any form - video, audio, text, structured or unstructured. It can search, comprehend, and translate even the most convoluted data and transform it into ‘context’ thereby enhancing the quality of HR processes.
Organizations need intelligent technologies to transform raw data into understandable forms by way of which they could take sound data-driven decisions. Talent is a dynamic force and must be leveraged wisely for mutual benefits and success. By using contextual technology, recruiters can develop an environment of mutual respect where competence, ethics, as well as personal and collective growth flourish. Contextual analytics makes new levels of workforce diversity and inclusion possible.