More and more\ncompanies are using artificial intelligence (AI) within Human Resources and as a\nresult, recruiters can now focus on other ongoing and priority tasks. According\nto a study by Apec (employment association), 27% of companies use software\npackages capable of reading CVs and more and more companies are using\nartificial intelligence to recruit new members of staff. While this technology\ncan increase efficiency, it can also increase the risks of standardization and\ndehumanization.<\/p>\n\n\n\n
Using IA in recruitment?<\/p>\n\n\n\n\n\n\n\n
AI can select resumes\nwith specific key words.\u00a0 It can test candidates\u2019\nprofiles and specific skills. It will match profiles and suggest candidates\nbest suited to the job description and it can store similar applications and\nplace them into the right category. At this point however some human\ninteraction may be needed.<\/p>\n\n\n\n
Using AI in this way a\nrecruiter has no need to look at several possible resumes but will rather see\nthe one that has been selected based on the criteria\u2019s set.<\/p>\n\n\n\n
What is the point of viewing\ncandidates?<\/p>\n\n\n\n
According to a study\nby Robert Walters, 62% of candidates believe that the use of artificial\nintelligence presents a risk of dehumanization or lack of personalization. <\/p>\n\n\n\n
Candidates are looking\nfor interaction and advice from recruiters. A relationship should be created\nbetween the two parties and emotional elements must be taken into account.<\/p>\n\n\n\n
Skills and diplomas\nare obviously essential when recruiting a candidate, but the relationship created,\nand the impression given should also be taken into consideration. In addition,\nsoft skills play a key role in job\ninterviews because they best define the personality of the candidate in front\nof you. 90% of recruiters believe that behavioral skills will continue to grow\nin importance in the years to come. Of course, in order to identify qualities,\nit is important to talk to the candidate. Artificial intelligence cannot detect\na person\u2019s personality.<\/p>\n\n\n\n
Candidates may feel\nsome concern about artificial intelligence application filtering. \u00a0The fact that a machine can make such\nimportant decisions without a human being consulted demands questioning.<\/p>\n\n\n\n
Recruiter\ncontributions?<\/p>\n\n\n\n
Recruiters are\nincreasingly using new technologies to better recruit new talent. 39% of\nrecruiters want to use artificial intelligence to search for talent and only\n14% actually do so according to a study by Robert Walters. However, as you have\nprobably noticed, the job of a recruiter is changing by automating some of his\nor her responsibilities. <\/p>\n\n\n\n
Saving time and increasing\nefficiency are the main contributions of artificial intelligence. The digitalization\nof recruitment allows recruiters to focus solely on the analysis of the data\nextracted by algorithms. These help recruitment decisions, but it is important\nto remember that artificial intelligence should never take the place of the\nrecruiter.<\/p>\n\n\n\n
It is true that\nartificial intelligence can bring a dynamic and personalized interaction to the\ncareer sites of companies along with chatbots which can\nhelp make the first selection of candidates. It can also help to predict the behaviors\nof a candidate applying for a specific position. However, we must not forget\nthat artificial intelligence has flaws and can never replace an interview\nbetween a candidate and a recruiter. According to the Robert Walters study, 62%\nof candidates say that the use of AI software in recruitment presents a risk of\ndehumanization or lack of personalization.<\/p>\n\n\n\n
In the long run,\nmachines may select candidates with the same profile and thus reduce the\ndiversity that enriches a business. Above all, they cannot evaluate the\npotential skills expressed. \u00a0\u00a0We should bear in mind that only the\nrecruiter can develop a connection with the candidate and he or she alone can\nbest assess a profile which will match the company\u2019s culture.<\/p>\n\n\n\n
On the other hand,\nwhile the machine can be trained to read and select, the candidate can also\nimprove the information provided, improving his or her chance of being selected\nby the machine via word matching. <\/p>\n\n\n\n
So yes, the machine will\nbe able to clearly match a resume to a recruiter\u2019s key words, but the\nrecruitment will always involve two people and in the end, there will be human interaction.<\/p>\n\n\n\n
Furthermore, with the\nincreasing difficulty in finding scarce resources, recruitment will need to be\nmore creative. <\/p>\n\n\n\n