Artificial intelligence conjures up images of robots taking over the world. The idea of having any type of artificial, human-like intelligence seemed like a dream for far into the future. Today, those dreams are now a reality. Although artificial intelligence relates to employees and our work is quickly becoming something that human resources leaders need to be aware of and educated about. And this adds to the ongoing topics that HR is responsible for. As we all know that HR professionals need to be keenly aware of how technological advances and communication impact the workplace. 

Artificial intelligence in the workplace is similar. The fact that you are reading this article means that you are forward-thinking in how it applies to your company and organization.

Activities involved in Onboarding

  1. Communication Issues: Communication with the new hires regarding the joining dates and requirements is a tedious process because these requirements and dates at times have to be customized. The HR professionals have to continuously draft and follow up with the shortlisted candidates regarding the joining and onboarding issues. Error or inability to track information with the new candidates at the beginning level can severely affect the employer’s brand image.


  1. Orientation Programme: Arranging an orientation programme for each hired candidate is a big challenge. New hires need to be briefed regarding company policies, rules and SOPs. Introducing new hires to team members and making them feel at home is an important responsibility of the human resource department. They need guidance on their roles and responsibilities and a lot of coordination is needed for orienting the new candidates in a personalized way.


  1. Automating Onboarding: The new hires in their initial days find the onboarding process very difficult and feel that there is a lack of clarity on joining dates, and reporting time. And they at times are hesitant to ask in detail about the basic policies and protocols to be followed.


AI-based software is available 24/7 and is useful in adding a virtual layer to employee engagement and experience. The application of AI and chatbots for onboarding can perform the following tasks:


What is AI for recruiting?

It is the application of artificial intelligence to the talent acquisition process, where machine learning can learn to shortlist the companies’ ideal applicants, as well as automate manual tasks in the recruitment process. An artificial intelligence model is developed for candidate profile selection and quality assessment in talent acquisition measurement. This model researches relevant resumes from a huge database and organizes them into more suitable to less suitable to the job description and thus providing the ranking of resumes. 

This model is designed to streamline or automate some parts of the recruiting workflow, especially repetitive, and high-volume tasks. AI-based recruitment software also influences the wealth of data in the ATS to generate insights into the talent pool. Artificial intelligence in the recruitment process helps the recruiter with blind screening for reduced bias and visibility into past successful applicants that have remained at the company.

Process involved in the use of AI-based recruitment model

Initially, a resume database of applicants has been collected, and then the tokenization process of resumes has been carried out of obtaining a list of words from the resume. And then the resumes are subjected to preprocessing and filtering such as elimination of stop words and lemmatization. The Natural Language Tool Kit NLTK is used to determine part of the speech of sentences of the resumes. The next four clusters of words are prepared by taking reference to part of the speech and these collected words are then segregated into adjectives, adverbs, skilled words, and non-preferred skilled to create these four clusters. 

The adjectives and adverbs are collected from fields of resumes like description, work experience, education, skills, and additional information and thus collecting adjectives and adverbs from two clusters.

This same procedure of creating the cluster is also carried out for job descriptions. The text distance measuring techniques are used to measure the closeness between the clusters of the job description and candidates’ profiles. Based on the distance measurement, applicants’ profile which is closer to the job descriptions can be shortlisted. 

In this process of  talent acquisition identifying more suitable candidate profiles according to job description more significant task. The applicant profile database consists of huge profiles and manual searching is more time-consuming and causes errors and incurs more costs. So in this research, an AI-based model is developed to select the candidates’ profiles that are most relevant to the job description. Preprocess both the candidates’ profiles and job descriptions, create clusters of words and use of NLTK to identify adjectives and adverbs from candidates’ profiles and then shortlisting the relevant candidates for the job is such an excellent and time-saving process.

Companies have the never-ended desire to increase productivity and provide greater levels of services and satisfaction to their customers. We at Gorewo provide you with the best practices of AI used in the recruitment process so that you can find your dream employees.

Benefits of using AI in recruitment process

1.Improve the quality of recruitment

The artificial intelligence-based recruitment model can help in determining unbiased criteria for a candidate. This software scan applications and CVs to check whether they match the job’s requirements. This is much quicker than the conventional sifting of paper applications by HR. automated sifting systems can eliminate bias directly based on ethnicity, age, disability or gender, because they are programmed to ignore any kind of social factor. this model can bring an unbiased view to the recruitment process.


2. Shortlist the right candidate

Recruitment is the process of recognizing, recruiting, interviewing, choosing, hiring, and onboarding applicants. The most difficult task in recruiting process is still screening resumes efficiently and effectively promptly. The toughest part of recruiting is selecting the right applications from a massive application pool. Artificial intelligence for hiring also refers to the application of artificial intelligence to the recruitment function, such as learning or problem-solving. This new technology aims to simplify or automate some aspects of the recruitment process, especially those that are repetitive and high-volume.

This software will do the job consistently and thoroughly, whereas the human sifter may get tired or bored and not read every application carefully. 


3. Saving recruiters’ time

As we all know that the very common problem in recruitment is that the process takes a lot of time in shortlisting candidates. And the best candidates disappear when they get an offer letter from some other company. Wouldn’t you want your recruitment process more efficient? According to some studies, HR managers say they lose an average of 14 hours a week as they have to manually complete the tasks. 

AI-based models can truly save time in different parts of the recruitment process like writing text, analyzing applicants, and when communicating with them. And with this, you can contact the most suitable applicant first and fill the position faster.



Artificial intelligence in human resource management was addressed in this article in terms of recruiting, and performance assessment. It enables HR departments to improve the candidate and employee experience by automating repetitive, and low-value tasks. Click here to register as an employer or a candidate on Gorewo so that you can take the benefits of our services. The study would advance artificial intelligence research by assisting HR managers in learning more about the software and allowing them to better embrace technology in their companies. Also, it is very important to conduct research that will contribute to the advancement of information about how to successfully automate the human resource department using artificial intelligence.