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With the advancing role of Artificial Intelligence and the coming Digital age, there is no doubt that recruitment, the largest marketplace in HR is thriving for innovation. As AI is gradually taking up the logistics sphere of the recruitment job (screening and matching, scheduling interviews etc.) with software such Applicant Tracking systems, chat bots, open sourcing tools etc., the ascendancy of Recruitment agencies lie in the sphere of recruitment to advise and assist both the candidates (skills of approaching companies, handling counter offers etc.) and the clients (advising on talent acquisition strategy etc.) which automation cannot achieve.

1. War for Talent: AI as a friend than a foe Use of AI in the recruitment process, can savour recruiters more time to focus on sourcing top candidates via better candidate

engagement. It involves focusing on candidate acquisition tactics by marketing for candidates and also by keeping in touch with the placed candidates as well. In the present world where there is war for talent, leveraging AI can prove to be an advantage as it reduces the opportunity cost of doing recruitment tasks which can

be better done by machines and focus can be shifted to more

crucial roles like building talent pools.

2. Accommodating the current trend: the Diversity & Inclusion

strategy Currently, many researches have highlighted the role of diversity

and inclusion in workplace as a strategic tool for companies. Also,

the future labour force, the millennials consider diversity and

inclusion of the company as an important factor for selecting and

staying in the job. Researching new approaches such as

gamification, bias language proofing tools and web crawler

software could help recruiters reach out to a diverse workforce as

the issue of having a homogenous workforce stems from sourcing

itself. Other methods like using AI, removing personal information

from resume etc. can help tackle the unconscious bias that may

sweep in the recruitment process.

3. Taking advantage of the rise of the Gig Economy

A substantial increase is expected in the use of contractors,

freelancers and gig workers over the next two years. Recruiters

can add more value than online platforms as they possess

personal contact with the pool of candidates, can find better match

for vacancies and hence keep pace with the accelerating speed of

the market. They could emerge as a preferred alternative for gig

workers as they could assist them with their expertise in labour

laws and compliance which is a concern in the gig economy.

4. Candidate Experience: the path to brand building

Creating a great candidate experience requires great deal of

involvement. At various candidate touch points in the process of

recruitment, recruiters must be efficient, informative and

welcoming. Additionally, feedback from placed candidates can

help recruiters create a more positive experience for potential



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