how can experience of covid 19 change organizational HR approach to selection?

How cover 19 change and impact? The first hit during the beginning of this year, some organisations have start to scale down hiring. Layoffs also starts to happen during and before the lockdown. But around February or so, most of the organisation starts to work at home. They start to become more caution. In hiring against in order to avoid the cycle of downsizing in this period. Period. To counter the change during this period and AI system for recruitment and selection has aroused to adapt the change of situation rocket a startup that they'll AI based tool tool for recruiter, an offer recruitment surface. Their candidate pool has attracted thirty 1500 people from all over the world to sign up since the lockdown started to September this year. And there. User include recruiters from major companies such as Facebook, Amazon, Apple and Twitter. An in the following content, my GroupMe will be presenting what are the area that AI tools can be exert to sustain recruitment and selection process according to the academic research from Albert 2019. Also we will evaluate what is the. Advantages and disadvantages for AI based recruitment and selection tools as the tools might lead to indirect discrimination which is objectionable in organisation diversity. Then we will go through what the solution that this. AI tools can provide to improve their disadvantages. At the end we will provide the example of organisation which adopt AI tool and there are N S process and how their recruiter preserve an. Example of organisation which adopt A title and there are less process and how their recruiter preserves an preserve equal an correct selection of candidates from the candidate pool which based on AI algorithm navigation. During an after the experience of Cove it. Hello everyone, my name is Juan Hun. I will introduce selection changes during the epidemic. Firstly, as you can see earlier, the unemployment rate has been rising. Many sectors have laid off employees. The number of individuals for new position has grown rapidly. It is highly likely that businesses are going to receive. The applique. It is highly likely that businesses are going to receive an influx of service. Most of which will be from candidates. **** not qualified for the job requirements. A service and application forms are often the first step for many companies to screen, which can lead to a lot of wasted time play all over the world. Many companies have arranged for their employees. To work remotely from home to reduce face to face interaction. All work is done online and therefore the most widely used method of selection. Job interviews can not be hauled in the office. Other selection methods such as your place, behavioural and ability assignments can aulby conducted on line is not new. In recent years, artificial intelligence has been applied. In many ways, the epidemic has also accelerated the development of AI in selection field. Here are some examples of AI tools. You can see how I choose can improve selection difficulties. There are tools for screening and testing. It can save time to find suitable candidates and reduce discrimination associated with human fatigue. AI testing can also improve the candidate experience. Also I I selection is not perfect at the moment. My name is Jill in law and this part 8 organisational analyse so prone to virus pandemic, has undoubtedly caused widespread up here O2 the UK labour market. Those who were lucky. Those who were lucky enough not to be among the 10s of thousands of people made redundant to date as a result of the national lockdown may instead helping one of the 99. 6 million workers followed or else have their hours slashed over workloads increased. Such an unprecedented level of disruption naturally means those who have. Lost in dreams or whose current roles have become untenable, are actively looking for other opportunities. So organisations looking to advertise the job should expect a lot more applicants than normal. Examples of huge inflated numbers of hopeful candidates have been appearing in the media. Things. Why spread with indices began? Approving the most recent of which, water was receptionist rolled at the Manchester based diner, which received over 1000 applications in 24 hours. The same was also true for an independent brewery in Leeds which was shocked to discover 1000 series has had flowed in for one packing vacancy. Those organisations continue to recruit, have faced a number of logistical challenges, stripped social distancing rules, making it difficult to interview in person. Actual departments are operating remotely so need to coordinate. Hiring programmes without the benefit of being physically together as a team and process such as right to work documents, cheques have had to happen over video figures from analyst firm. God cards cards that show 86% of business have been conducting. Virtual interviews during the penalty pandemic and 85% are using new technologies to own board employees. One key recruitments trend to emerge from the. One is invested in an applicant tracking system. Different tools and apps can be used at any step of the recruitment process to help to pick up the slack where you need it most. And the last one is. Up. Closer McKenzie early. If necessary, put the shutters down. Put an applicant's which desired level. This is my part of the show due. And I found two tables of the automation jobs. I will analyse advantage and disadvantage of AI for human resource by campaigns. Sweethearts. First charge. As. Top, top, top **** **** wears a loyalist admission risk. As again say. This five jobs risk off. Automation is 0%. It means that. This professions need people to complete rather than a guy. And this tables. As biassed automation risk of drug. These troops are all high risk. Of patience. Deeper. Level and use information to foster this environment environment. Second part. Is balance of power is shifting? It means AI an organisational. Human resource cheques and balance each other. The last one is here. Hair is as focused on human. And any Internet legends? There is no such things as a perfect fit when trying to. Indemnify an in. In the virtual through. Phil. I. But. By using human. In legend, see benchmarking. And data analyse we can find the best fit.