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7 Reasons Why Your Company Needs an Applicant Tracking System (ATS)

Applicant tracking systems have taken the world of recruitment by storm. An ATS is HR software designed to work as a talent management tool for recruiters. With the help of these platforms, a recruiter can gather and organize the candidates’ information and optimize their time. However, despite the growing popularity of ATS software, many companies still hesitate to make the switch to ATS. Their dependency on manual recruitment is not only burdensome for their employees but is also the leading cause of the inefficiency in their processes. If you are thinking about making a switch to applicant tracking systems and wondering exactly how can an ATS benefit your company, here is a list of 7 reasons to help you decide whether your company needs an ATS or not

What even is an ATS?

Before we help you understand why using applicant tracking software is an effective and successful recruitment practice, let’s first learn what exactly ATS is. 

An ATS, or applicant tracking system, is a talent management software used by organizations to streamline and manage their recruitment processes. It acts as a central hub for collecting, sorting, and organizing job applications and candidate information. ATS systems enable recruiters to post job listings, screen incoming resumes, track the progress of applicants through various stages of the hiring process, and manage communication with candidates. These systems often use algorithms to parse resumes, extract relevant data, and match applicants with job requirements. This is why many organizations are using ATS software to enhance the efficiency of their hiring processes. 

Why should you get an ATS?

But how exactly will an ATS work? How does an ATS help? Why do companies invest in an ATS at all, and should your company invest in one as well?

Well, you should think of an ATS as a talent management tool. While it is a very convenient way to interact and engage with a vast talent pool and find the best people to hire for your company, it does so much more than that. We have compiled a list of 7 reasons why companies invest in an ATS to help you understand whether your company needs an ATS as well.

7 Reasons why your company should get an ATS

1. ATS systems save time

The biggest advantage that an applicant tracking system can offer any company is that it can save them their biggest resource: time. By automating job board postings, and CV submissions, and standardizing the process of adding job descriptions, ATS ensures that employees won’t need to manually input data into spreadsheets. Such software will collect all of the candidate data automatically and sometimes even offer an AI-based pre-screening so that additional time is not wasted on unqualified applicants.

2. ATS software facilitates efficiency

ATS software enables smoother talent management by enabling recruiters to easily manage their workflow and track incoming applicants. This keeps their tasks and data organized. ATS systems also perform very quick searches throughout the talent pool, making it easier for the recruiter to navigate through their daily tasks. Some of the best ATS systems also allow recruiters to get more insights to optimize their recruitment cycles, therefore ensuring that they follow only the best and most efficient recruitment practices. 

3. ATS platforms enhance productivity 

As per the present data, more than 90% of Fortune 500 companies are using ATS software to optimize their hiring processes. This is because ATS platforms have many features and functionalities that improve the recruiter’s productivity. Automation of tedious tasks like job posting on multiple job boards and integrated email templates encourages a smoother workflow that not only impacts the recruiter’s morale positively but also enhances their productivity.

4. ATS systems improve the quality of hire

Applicant tracking software is designed to automatically identify top talents that best match the job requirements. They also automatically screen out under-qualified applicants, making it easier for the recruiter to find a good match. Some of the best ATS on the market also offer analytical insights to help recruiters review their recruitment process better. Having the ability to better screen and qualify candidates, and being able to get data-based insights is bound to impact and improve the recruiter’s decision-making, therefore, ensuring a higher employee retention rate.

5. best ATS systems offer performance reports

You can also track the efficiency and progress of your HR department with the help of the performance reports and analytics offered by ATS platforms. Some of the best ATS on the market provide consistent reports that allow you to monitor key recruitment metrics and gain useful insights to better manage the recruitment process. 

6. ATS software gives access to a better talent pool

Applicant tracking systems have a vast talent pool because it is very easy for candidates to apply for jobs on such platforms. Such platforms therefore offer a diverse database of candidates, sometimes even including candidates from other nations. This makes ATS software the perfect choice for companies that are planning to hire talent from all over the world. 

7. ATS systems facilitate better candidate experience

Candidate experience is one of the biggest aspects when it comes to evaluating a good hire. The better the candidate’s experience, the better it is for both the company and the talent that has been hired. ATS systems ensure that only the candidates who have the required skill set and are well-suited for the position are hired, thereby increasing the chances of both the candidate and the company being satisfied with the hire.

When to get an ATS?

Most organizations and startups decide to invest in an applicant tracking system when they notice that their business has started to grow. With new positions that need to be filled, the workload in the HR department of a company is bound to increase. However, an increase in the pressure to perform doesn’t help in increasing the performance. Many studies have shown that excessive workload tends to affect employee performance and health negatively. Therefore, it is often recommended that a company invest in an ATS the moment they experience significant business growth. Companies that invest in an ATS platform at the right time can help their employees manage the challenges of recruitment while also ensuring better hires for themselves. 

Conclusion

In this blog, we discussed only the top 7 reasons why we think that your company should get an ATS. However, before you make your final decision, we recommend that you evaluate your needs and research the best ATS systems available on the market. It goes without saying that an applicant tracking platform eases up the workload of recruiters, enabling them to automate and manage administrative and manual tasks better and therefore help in achieving better and improved hiring results. You can also consider checking out our ultimate guide to ATS if you wish to learn more!

Somhako is a leading, global talent intelligence company, dedicated to simplifying recruitment operations and driving peak efficiency for recruiters worldwide. Through its AI-driven applicant tracking system, Somhako empowers users to identify top talents, streamline workflows, automate operations, and enhance the efficiency of hiring rates. 

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Revolutionizing HR with AI: Key Benefits, Challenges, and Trends in Talent Management

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In today’s fast-paced business landscape, effective talent acquisition and management are crucial for success. AI (artificial intelligence) is revolutionizing HR practices, offering numerous benefits while also posing unique challenges. In this discussion, we’ll delve into the world of AI in talent acquisition and management, exploring its role in HR analytics and its impact on talent management. Discover the myriad benefits of AI in HR and how Somhako, our innovative platform, can empower recruiters in the Japanese and Southeast Asian markets. Furthermore, we’ll introduce Novus, the all-new HR assistant that can save hundreds of man-hours in recruiting operations. Let’s explore the future of HR in detail.

The world of Human Resources (HR) is undergoing a transformation, particularly in regions like Japan and Southeast Asia, where the demand for skilled talent is high. In this fast-paced environment, leveraging Artificial Intelligence (AI) can be a game-changer for HR and recruiting professionals. This blog post explores how AI can empower recruiters and HR teams in Japan and the Southeast market to enhance talent acquisition, optimize talent management, and drive business growth. We’ll also delve into how innovative solutions like Somhako and Novus are poised to revolutionize the HR landscape in the region.

Benefits of AI in Talent Acquisition and Talent Management

  1. Efficient Candidate Sourcing: AI-driven tools can scan vast databases of resumes and social media profiles to identify the most suitable candidates, saving recruiters valuable time.
  2. Improved Candidate Experience: AI can personalize the recruitment process, making candidates feel valued and enhancing their overall experience.
  3. Global Expansion: With AI’s language processing capabilities, HR teams can efficiently handle multilingual communication, which is especially vital in diverse markets like Japan and Southeast Asia.
  4. Cost and Time Savings: AI can streamline routine tasks like resume screening, interview scheduling, and onboarding, allowing HR professionals to focus on strategic activities.

AI’s Role in Talent Management

  1. Succession Planning: AI can analyze an organization’s talent pool and identify potential successors for key roles, ensuring continuity in leadership.
  2. Talent Mapping: AI can create detailed profiles of employees’ skills, strengths, and career goals, helping HR teams identify suitable candidates for specific roles or projects.
  3. Upskilling/Reskilling: AI can suggest personalized learning paths for employees based on their current skills and future career goals, facilitating upskilling and reskilling initiatives.

Somhako: Elevating Your Talent Strategy

Somhako is a comprehensive HR platform that can add significant value to your talent management efforts. This platform integrates seamlessly into HR operations, streamlining workflows and providing actionable insights. Key features include:

  • Data-Driven Decision-Making: Somhako offers robust analytics and reporting tools to help HR teams make informed decisions regarding talent strategy.
  • Collaboration: It fosters collaboration among HR professionals, enabling them to share insights, best practices, and benchmarking data.
  • Automated Workflows: Somhako automates routine HR tasks, reducing administrative burdens and allowing HR professionals to focus on strategic initiatives.

Introducing Novus: Your AI HR Assistant

Novus, an all-new AI HR assistant, is designed to simplify HR operations and enhance efficiency. Some of its key functions include:

  • Recruitment Support: Novus can assist in screening resumes, scheduling interviews, and even conducting initial candidate assessments.
  • Employee Engagement: It uses sentiment analysis to gauge employee morale and recommends actions to improve engagement.
  • Learning and Development: Novus suggests personalized training and development plans, boosting employee growth.

In conclusion, AI is transforming the HR landscape in Japan and the Southeast market, making talent acquisition and management more efficient and effective. Somhako is at the forefront of this AI revolution, empowering HR professionals to focus on strategic initiatives, enhance the candidate experience, and contribute to organizational growth. By adopting AI-driven tools, HR teams can stay ahead in the competitive talent market and create a brighter future for their organizations.

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Major tech companies are reducing back-office jobs by integrating AI.

In 2011, IBM put its Watson A.I. computing system, the size of a master bedroom, up against former Jeopardy! champions Ken Jennings and Brad Rutter—iit won. In the final round of the three-day man-versus-machine match, Jennings offered a tongue-in-cheek concession: “I, for one, welcome our new computer overlords.”

That was more than a decade ago. Since then, OpenAI has reintroduced the world to A.I.’s potential with its November 2022 release of ChatGPT.

Though IBM is no longer at the forefront of A.I. development, as technology analyst Benedict Evans tells Fortune, the company is forcefully looking for ways to implement the technology into its operations. And to do that requires talent skilled in AI.

In the 10 years since Watson wowed the masses, IBM has developed several AI tools designed to help businesses run more efficiently and accurately while maximizing productivity. But the problem this slate of A.I. offerings is meant to solve, IBM says, is a uniquely human one. Nickle LaMoreaux, the firm’s chief human resources officer, says that internally, A.I. has freed employees from back-office administrative work, allowing them to perform more nuanced work requiring human touch points.

It’s not an approach unique to IBM, but the company sees ample opportunity to leverage AI within its people operations and has invested heavily in it. One example is AskHR, a virtual assistant of sorts. Rather than ask a manager or HR about vacation policy or dig through a maze of portals, employees can query Watson, which responds using data based on their tenure, location, and days already used.

IBM also uses A.I. during performance evaluation, automating the determination of which employees qualify for a raise or promotion. LaMoreaux says, does the tedious work of culling through data, including past performance ratings, skills, whether employees are up to date on training, and their length of employment. It then sends recommendations to managers to cross-check. Managers can ask the A.I. why an employee isn’t on the list. The tool may respond, for instance, that the employee hasn’t met a certification requirement, and provide dates for upcoming certification exams.

With the time saved, LaMoreaux says, managers can invest in coaching employees on how they can improve and career progression.

“We’ve got over 280 different A.I. automation running inside HR right now,” LaMoreaux says. “That’s what is different here. It’s making HR more human because we’re spending time on things that matter.”

In an April op-ed for Fortune, IBM CEO Arvand Krishna argued that A.I. helps employers “tackle the kind of tasks most people find repetitive, which frees up employees to take on higher-value work.” He pointed to IBM, noting that its A.I. use has cut the number of HR professionals performing manual work from 700 to fewer than 50.

LaMoreaux says that, in total, IBM’s HR department has saved close to 12,000 hours in the last 18 months by automating systems that previously required back-and-forth exchanges between managers and employees.

The irony of IBM’s A.I. use case is that the same technology HR uses to expedite rote processes could ultimately put them out of work. In May, the company announced it would pause hiring for back-office roles—many in human resources performing duties like writing employment letters or overseeing cross-department employee transfers—that AI could perform. Bloomberg reported that the pause could impact roughly 7,800 jobs. LaMoreaux says the decision to freeze hiring for such roles was made intentionally and strategically.

“We don’t want to bring in a bunch of people and then find out that large portions of their job are actually being transformed by A.I.,” she says. “We are being cautious. We are pausing in certain jobs, so we can shift the hiring focus to the revenue-generating, product-building pieces.”

A.I.’s impact on the job market has long been a chief concern. The World Economic Forum said in a report last month that A.I. could affect around 40% of all working hours, with clerical and secretarial roles likely to see a quick decline.

U.S. companies cut more than 80,000 jobs last month, up 20% from April, according to a report from Challenger, Gray & Christmas. Nearly 4,000, or 5%, of those job cuts were A.I.-related. IBM, in January, announced it was cutting some 3,900 jobs, though management described those cuts as the result of selling off assets rather than signs of A.I.’s worker retrenchment.

But LaMoreaux admits she’s thinking ahead to what happens if IBM terminates employees due to AI. “The thing companies need to think about is how [they] can provide skills and programs well ahead of time,” she says. “If you’re at the point of severance, you’re already too late.” She urges companies to be transparent about their A.I. strategy and train employees on the tools and skills needed to remain integral to the company’s future.

Pausing hiring for certain positions seems to LaMoreaux like a sensible first step as IBM continues its A.I. experimentation, gathers data on job efficacy, and upskills talent to meet the A.I. demands of the future.

“The real piece that we’ve got to get ahead of now is the 80% or 90% of jobs that aren’t going away, but that we all need to reskill on,” she says. “How can you provide skills and programs well ahead of time? Do you have a view 18 months from now? What portions of the job are going to change? Do people have access to training? That’s the pivot we need to make.”

IBM has for years championed skill–based hiring in tech, and LaMoreaux says that hasn’t changed as the company competes for top A.I. talent. More than 50% of IBM jobs in the U.S. don’t require a bachelor’s degree, she notes.

“We’re finding that individuals with some of these A.I. and automation skills have gotten them from nontraditional channels. Maybe they’ve taken community college classes or boot camps online. Some individuals have gained these skills in the military,” she says.

Across functions, LaMoreaux says, the company now assesses a host of new factors among job candidates: whether they can work alongside A.I. and large language models, ask the right questions, design an A.I. process for their domain, glean the right analysis, and understand what’s worth automating, to begin with. And if they’re short in some areas, they must be capable of continuous learning.

“It used to be that you could get a degree, become an expert in something, and it would carry you for an entire decades-long career. The half-life of skills is now shrinking because of new technology,” LaMoreaux says. “Whatever the next thing is, having the ability to continuously learn is the big differentiator for employees, regardless of what industry you’re going into, what job role you’re in, and if you’re early in your career or late in your career. This is going to be a defining skill.”

She adds: “Every company is a technology company right now. We’re all being impacted by A.I.”

Correction: A previous version of this story misnamed IBM’s AskHR A.I. tool. This story has been updated.

This story was originally featured on Fortune.com & https://finance.yahoo.com/news/ibm-hr-team-saved-12-110000527.html?guccounter=1

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Revolutionizing talent management

Introduction:

In today’s fast-paced business landscape, organizations face constant challenges in attracting and retaining top talent. Traditional HR practices often struggle to keep up with the demands of a modern workforce. Enter Somhako, an AI-powered platform that promises to transform talent management for HR professionals and recruiters. In this blog post, we’ll explore how Somhako can revolutionize HR operations and deliver a host of benefits for organizations.

1. Talent Transformation by Using AI:

With Somhako’s advanced AI capabilities, the arduous task of filtering through countless applicants can be streamlined. The platform employs sophisticated algorithms to analyze candidate profiles, enabling HR teams to pinpoint the top three talents from a pool of applicants. This not only saves time but also ensures that organizations hire the best-suited candidates for the job.

2. HR Assistant NOVUS:

The picture was taken from the live production of Somhako

Somhako’s AI-powered HR assistant, NOVUS, functions as a valuable co-pilot for recruiters and HR managers. Through automation of tasks like interview scheduling, candidate communication management, and application status tracking, NOVUS liberates precious time for HR professionals, enabling them to concentrate on strategic endeavors.

3. Emphasizing the significance of agility in workforce management.

Somhako acknowledges the value of supporting the workforce with contingent talent. Through access to a contingent talent pool, organizations can swiftly fill temporary roles, adapt to shifting demands, and efficiently manage peak seasons.

4. Increasing Engagement & Retention:

A highly engaged and satisfied workforce is a crucial factor for the success of any organization. With Somhako’s offerings, you gain access to tools and insights that help improve employee engagement, identify areas of concern, and implement effective strategies to enhance retention rates.

5. Reducing Support Costs:

By harnessing the power of AI and automation, Somhako aids HR teams in reducing administrative overhead and lowering support costs. This enhanced efficiency leads to tangible cost savings for organizations.

6. Scout: Connecting Prospects through Networking:

Somhako’s Scout feature integrates employees, founders, and investors’ networks into a single platform. This makes referrals and outreach more accessible, helping organizations connect with potential candidates from a wider talent pool

7. Easy Migration from Legacy Software Tools:

Transitioning to a new HR management platform can be challenging, but Somhako simplifies the process with a seamless migration from existing legacy software tools. This ensures a smooth implementation and prevents disruptions to HR operations, making the switch hassle-free…

8. Time, Cost, and Resource Benefits Utilization :

Conclusion:

Somhako proves to be a game-changer for organizations’ HR departments and recruiters alike. With its AI-powered talent transformation, operational assistance, contingent talent support, and networking capabilities, the platform offers an integrated solution to modern talent management challenges. By reducing costs, enhancing engagement, and streamlining processes, Somhako empowers HR professionals to focus on strategic initiatives that drive long-term organizational success. Embrace Somhako today and take your HR operations to new heights!

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How ai & blockchain can help enhance organization effectiveness

Artificial intelligence (AI) and blockchain are two of the most transformative technologies of our time. When used together, they have the potential to revolutionize the way organizations operate.

AI can be used to automate tasks, analyze data, and provide insights. Blockchain can be used to create secure and transparent systems. When these two technologies are combined, they can help organizations to improve their efficiency, effectiveness, and decision-making.

Here are some specific examples of how AI and blockchain can be used together to improve organization development:

  • Automating tasks: AI can be used to automate tasks such as data entry, scheduling, and customer service. This can free up employees to focus on more strategic and creative tasks. Blockchain can be used to create secure and transparent systems for managing these tasks. For example, AI can be used to automate the process of processing loan applications. This has reduced the time it takes to process a loan application from weeks to days. Blockchain can be used to create a secure and transparent system for managing loan applications. This would ensure that all data is accurate and that there is no fraud.
  • Analyzing data: AI can be used to analyze large amounts of data that would be too time-consuming or difficult for humans to process. This information can be used to identify trends, patterns, and insights that can help organizations make better decisions. Blockchain can be used to create secure and transparent systems for storing and sharing data. For example, AI can be used to analyze customer data to identify trends in purchasing behavior. This information is then used to target customers with personalized marketing messages. Blockchain can be used to create a secure and transparent system for storing and sharing customer data. This would ensure that customer data is protected and that customers have control over their data.
  • Providing insights: AI can provide insights into employee data, such as performance reviews, surveys, and social media posts. This information can be used to identify areas for improvement and make better decisions about talent management. Blockchain can be used to create secure and transparent systems for storing and sharing employee data. For example, AI can be used to analyze employee data to identify areas where employees are struggling. This information is then used to provide training and development opportunities to help employees improve their performance. Blockchain can be used to create a secure and transparent system for storing and sharing employee data. This would ensure that employee data is protected and that employees have control over their data.
  • Improving communication: AI can be used to improve communication within the organization. This can help to ensure that employees are aware of the organization’s goals and objectives, as well as the changes that are taking place. Blockchain can be used to create secure and transparent systems for sharing information. For example, AI can be used to create chatbots that employees can use to ask questions about the organization. This has helped to improve communication between employees and management. Blockchain can be used to create a secure and transparent system for sharing information between employees and management. This would ensure that all information is accurate and that employees have access to the information they need.
  • Managing organizational change: AI can be used to manage organizational change by helping to identify and address potential challenges. This can help to ensure that the change process is successful and that the organization is able to adapt to the changes. Blockchain can be used to create secure and transparent systems for managing change. For example, AI can be used to manage the process of implementing new software. This has helped to ensure that the implementation process is smooth and efficient. Blockchain can be used to create a secure and transparent system for managing change. This would ensure that all stakeholders are aware of the changes and that the changes are implemented in a way that is beneficial to all stakeholders.

In summary, AI and blockchain are powerful tools that can be used to improve organization development. By automating tasks, analyzing data, providing insights, improving communication, and managing organizational change, AI and blockchain can help organizations to achieve their goals and objectives more effectively and efficiently.

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AI has made job searching easy.

Artificial intelligence (AI) can help job seekers search for jobs across job boards in several ways, including:

  • Personalized recommendations: AI can be used to recommend jobs to job seekers based on their skills, experience, and interests. This can help job seekers find jobs that they are more likely to be interested in and qualified for.
  • Automated screening: AI can be used to screen job postings for keywords and other relevant criteria. This can help job seekers quickly identify jobs that match their criteria.
  • Seamless application: AI can be used to streamline the application process for job seekers. This can make it easier for job seekers to apply for jobs and increase their chances of getting hired.
  • Continuous learning: AI can be used to continuously learn about the job market and the skills and experience of job seekers. This can help AI-powered job search platforms provide more relevant and personalized recommendations to job seekers.

Overall, AI can help job seekers find jobs more quickly and easily. By automating tasks, providing personalized recommendations, and continuously learning, AI can make the job search process more efficient and effective.

Here are some of the benefits of using AI in job search:

  • Increased efficiency: AI can automate many of the tasks involved in the job search process, such as searching for jobs and applying for jobs. This can save job seekers time and effort.
  • Improved accuracy: AI can provide more accurate recommendations to job seekers based on their skills, experience, and interests. This can help job seekers find jobs that they are more likely to be interested in and qualified for.
  • Reduced bias: AI can reduce bias in the job search process. This is because it is not influenced by human factors, such as unconscious bias.
  • Improved candidate experience: AI can improve the candidate experience by making the job search process more efficient and streamlined. This can make job seekers more likely to find jobs and stay engaged in the process.

Having said that, here are some of the challenges of using AI in job search:

  • Accuracy: AI is still a developing technology, and it is important to ensure that the AI systems used in job searches are accurate.
  • Bias: AI systems can be biased, and it is important to take steps to mitigate bias in AI systems used in job searches.
  • Cost: AI systems can be expensive to develop and implement.

Overall, AI is a promising technology that has the potential to revolutionize the job search process. By automating tasks, providing more accurate recommendations, and reducing bias, AI can help job seekers find jobs more quickly and easily.