Whaii Match saves 25-40% of the time you spend in your recruitment process

The question is how far we are willing to go? Sophisticated technology BUT with a human touch is essential using artificial intelligence in human resource management ex. artificial intelligence recruitment. During the past years we have being researching and made huge innovative steps within artificial intelligence in HR for developing artificial intelligence employment tools. Specifically, artificial intelligence and employment is an area where to many tests have shown how difficult and misleading it could be if not, we are careful.

Developing solutions in the context of artificial intelligence and HR incl. building advanced algorithms really needs a human touch. Lots of data and a high degree of analytics, incl. HR analytics, are needed to avoid any kind of major failure and misleading HR software products and services with the risk of high consequences for both organizations and individuals. Fortunately, the gain and advantages using artificial intelligence and advanced algorithms in HR is far by higher and consequently major efforts has taken place and still is ongoing among in some of the world leading and global operating technology companies. Artificial intelligence platforms are available as building blocks to the benefit of start-up and minor tech companies.

The result is counted in an increasing number of HRtech companies delivering various forms of artificial intelligence platforms and services adding enormous value to existing HR systems globally. One example is company Whaii.com who has developed an automated screening solution with 100% complete screening of each person in the candidate and talent pool, named Whaii Match. Delivered as SaaS solution ie. a very scalable and flexible screening and recruitment solution service. Whaii Match is using artificial intelligence and advanced algorithms to create a qualifying match and screening with emphasis on personality, values and culture preferences for both company organization needs as a match to the candidate and individual needs and preferences.

The artificial intelligence in this specific screening solution among other benefits data on candidate profiles in order to increase the awareness and knowhow of profiles and preferences entering the organization. In this way Whaii Match actually deliver data and information on important parameters to strengthening the organizational foundation on a continually basis to the benefit of updating the recruiters of new profiles needed in the various numbers of teams. Innovative HR tech using AI and advanced algorithms with a human touch. Driven by humans for humans.

The demand for making new approaches and ways of recruiting is a consequential request from Top management and company leadership. The race in a competitive market for maximizing human capital has indeed begun and the pace is increasing. Within the area of recruitment numerous new technologies are appearing ex. recruitment service, recruitment software, recruitment tools, online recruitment platforms, online recruitment services, HR recruitment software with integration to current HR systems etc.

Future recruitment will indeed benefit of the upcoming new HR technologies within the range of recruiting and HR services all with the purpose of making the recruitment processes more effective in addition to adding value with multiple factors to deliver the best recruiting services and platform to support the HR departments worldwide in their aim to secure the candidate pipeline to ensure the best people and talents are being hired. By using the latest HR software and HR technologies HR departments are having a number of opportunities to professionalize and make a giant leap in recruitment effectiveness as the HRtech tools will provide intelligent ways to support recruiting the right people and employees to benefit strengthening the organization and the company’s human capital.

Professionalizing the HR recruiting process is necessary to make a new approach to the current recruitment processes otherwise. One ex. for such HR tech tool is “Whaii Match” – a SaaS recruitment and automated screening solution with 100% screening of all candidates and applicants with emphasis on a match of personalities, values and culture preferences in addition to professional skills (education and experience). A sophisticated technology but with a human touch professionalizing the recruitment and screening process including saving considerable time for the HR department without compromising quality, in fact, it improves the candidate and applicant qualification considerable compared to today’s manual process.

There is fortunately not only one answer as the global workforce and companies and organizations worldwide differentiate by values and culture preferences due to both geographically as to different business environments, which differences contributes to the continuously efforts and dynamics in reaching a competitive advantage ex. human capital attractiveness within the various markets.

We depend on these dynamics to support future growth. Now, having the global workforce differentiation in mind one answer to the question “how to hire the right person” “how to hire good employees” “how to hire the right employee” is to focus on your total talent and candidate pool and be sure to have an open mindset including diversity and inclusion when screening your talent and candidate pool. The open mindset in the screening of your candidate pool includes a qualification of each person focusing on the human capabilities not only on education and experience but indeed also on each personality, values and culture preferences both for the company and for the candidate.

By focusing on and creating a candidate and talent pool and exploring each person on this basis is a good start for recruiting the right and best person as this also will benefit each candidate having the same preferences leading to a higher sense of belonging, loyalty, productivity and creativity as many statistics and surveys has shown through the years. Sounds like an impossible task for recruiters.

However, this is possible by using the new HR technologies available on the market ex. is the automated 100% screening tool “Whaii Match” which specifically support profile analysis with emphases on matching personality, values and culture preferences in addition to professional skills making recruiting employees effectively. Hiring employees effectively might be the most important factor in supporting a competitive advantage within your company’s ‘human capital foundation – and making sure no talent escapes un-hired.

With the increasing emphasis on human capital the HR and recruiter team needs to make a new approach also considering that having a wide and sufficient talent pool might be the most important opportunity and the best way to recruit staff as they have already shown an interest and motivation for working with your company. In fact, in today’s screening we have a high risk of missing talented personalities whose values and culture preferences to a high degree matches your organization and team needs. But today the normal practice when screening new employees do not consider that, at least not in an objective and qualified way, eliminating that subjective “gut-feeling” etc. due to time and the fact that it is extremely difficult for human eyes and minds to read personality, values and culture preferences in an application and CV etc..

So, how do you increase your candidate screening rate to 100% with emphasis on all job aspects i.e. personality, values and culture preferences in addition to professional skills and thereby make the best way to recruit on the basis of your candidate talent pool (ex. all job applications or CV database etc.)? Fortunately, the era of new technologies offers a wide range of new HRtech (human resource technology) solutions making it possible and with a high degree of improved qualification in addition to reaching a 100% screening rate of soft skills (personality, values and culture preferences) as well as hard skills (education, experience etc.).

Imagine a total screening with this emphasis and a comprehensive analysis of these aspects to support HR and the recruiter’s insight of each person. The automated screening tool “Whaii Match” is a good example providing such an opportunity without spending additional time, in fact saving time, but just as important for HR, returning value multiple times in terms of a better decision foundation within the recruitment process when hiring new employees and staff. Both to the benefit of HR as to the candidate aiming for the perfect job match. This is a giant leap towards insuring and making the best way to recruit and hire employees and new staff and strengthening your organization and teams.

In fact, HR might be the future critical source in terms of providing and maintaining the right human capital for the future company organization operating in an increasingly competitive market. The strive for a human capital competitive advantage might become the most important factor in succeeding and differentiating the profitability and bottom-line platform to the benefit of strengthening the organization and company financial foundation and surveillance. One of the important factors to support a competitive advantage in human capital is to make sure you hire the right people. Recruiting the right people needs to be supported by a recruitment plan and recruitment strategy.

How do you create and build a recruitment strategy i.e. who and how do we want to recruit? Recruitment strategies might often be a bit fluffy, however here are 6 “blocks” you should include in a recruitment strategy to become an attractive employer to be anchored in your recruitment process : 1) The purpose of your business (mission and goal – where are your business heading).  2) The value foundation in your company (company values – need to build this in your search for profiles in order to meet mutual expectation)  3) the culture foundation in your company (company culture – not only communicating about it but also make sure to live it out in the recruiting process). 4) Personality preferences supporting diversity and an agile organizational set-up. 5) Sufficient use of HR technology / HR technologies, ex. the automatic screening tool Whaii Match, to support an effective and qualifying recruitment process to the benefit of HR/Hiring manager and the candidate/applicant. 6) Mapping candidate job bases and sources for candidates.

All 6 blocks to be well described and made operational for recruiters to have a human capital framework when making job profile analysis, job posting, screening, interviewing, testing and eventually hiring. All 6 blocks with the purpose of creating a recruitment plan and strategy towards building the best foundation for a human capital leading to a competitive advantage for the company. All 6 blocks to be humanized meaning the recruitment plan should be processed as it feels like it’s being designed by humans with humans in mind. This will give the best hiring process and hiring experience for the candidate and consequently the best hiring result avoiding failed hires all to benefit the company profitability platform and future growth opportunities.