|

How to apply the use of Artificial Intelligence in recruitment processes?

artificial-intelligence-recruitment-processes-apply-human-resources

The use of Artificial Intelligence (AI) in recruitment processes has become an increasingly substantial aid. Currently, this technology is still undergoing significant changes over the years. In fact, its potential is such that its real impact is still far from being fully understood. However, it is possible to identify the results that are being obtained, in part thanks to the application that Human Resources teams make of these new technical skills (due to the increasing availability of numerous tools with embedded AI).

Thus, organizations can now take advantage of AI to drive their respective selection processes. However, this can also become monotonous and annoying at times if selection tests are to be carried out. Therefore, it is vital not only to know all the benefits and drawbacks of applying the use of Artificial Intelligence in a recruitment process but also to know how to use it correctly.

How to employ AI to optimize personnel selection?

The application of Artificial Intelligence in all types of personnel recruitment processes is a procedure that can bring significant benefits to organizations, regardless of the sector they belong to. For these and more reasons, it is essential to follow some key points to make the most of the emergence of AI in this context.

Firstly, it is fundamental to carry out a thorough evaluation of the specific needs of each company. What are the essential skills and competencies for the vacant position? How much work experience do we need? What is our ideal candidate that we have in mind? Defining these principles correctly is paramount.

Once our needs are established, the next step is to integrate an AI tool specialized in personnel hiring processes. It is important to note that each company is different, which means that each business will have its own needs, preferences, and goals. Therefore, it is necessary to continuously update the database of each AI platform to properly adapt it to the requirements of your organization. Hence, the importance of ensuring that this Artificial Intelligence is adequately prepared to successfully determine which candidates best fit its search criteria.

Furthermore, thanks to the vast amount of data that AIs collect (whether through social networks or job portals), it is our duty to take advantage of all this information to disseminate and identify possible trends, patterns, and areas of improvement regarding our selection processes. Similarly, it is essential to ensure that our Human Resources team is truly trained to work effectively with this new methodology. That is, there must be a good understanding of the use of the platform, followed by an analysis of the results obtained.

Lastly, it is worth remembering that the application of Artificial Intelligence in personnel selection is a long-term investment. This means that as your business evolves, it is important to ensure that AI adapts correctly to the changes that arise (both externally and internally), and that it continues to be an effective tool in talent acquisition and search.

What are the main advantages of Artificial Intelligence in recruitment processes?

To begin with, time savings in a personnel selection process are undoubtedly a factor that deserves to be highlighted, as it is one of the most outstanding benefits. For example, thanks to AIs, staff no longer have to face the task of manually screening resumes. Instead, they can simply prepare several killer questions, ensuring that only the best candidates make it through to the end.

Functionally, AI can even analyze candidates’ facial expressions during video interviews now. This helps to better determine and understand their emotions, as well as their cultural adaptation. Additionally, AI based on Natural Language Processing (NLP) is also capable of interpreting candidates’ written responses in real-time, instantly providing the Human Resources team with all the necessary information about their writing and communication.

All of this, in turn, results in reducing the impact of biases in recruitment processes, as prejudices sometimes hinder the ability to choose the right candidates. However, a well-programmed AI omits such biases (no matter how subtle) and eliminates any possibility of discrimination based on superficial issues, such as gender or skin color.

Regarding this latter aspect, AI algorithms can also facilitate a candidate’s adaptability to different cultures and work environments. This is a great help for more international companies that want to implement their hiring process in other countries.

Finally, although as you can see the list of benefits offered by Artificial Intelligence is extensive, another very interesting factor is the economic savings that this implies for any hiring process, as the cost per recruitment is reduced. This savings is mainly noticed in resume screening, as numerous surveys demonstrate.

What are the main risks and disadvantages of using Artificial Intelligence in candidate selection?

Since it is mere technology, there are times when AI may lack the empathy and human judgment necessary to fully understand the suitability of a candidate. That is, recruiters should use AI as support but not as a replacement, as it is important for the human factor to continue to have weight in the final decision-making process.

Likewise, Artificial Intelligence sometimes tends to favor candidates who fit pre-established profiles. The danger of this lies in wasting potential workers with less common but equally valuable and enriching skills. This is why the Human Resources team must be aware of such a condition and opt for a critical and open-minded approach when considering candidates who can contribute with exceptional skills to the proper functioning of the company.

Additionally, related to this latter point, AI also collects and stores large amounts of candidates’ private data, which has led to debates about personal security. To alleviate all this uncertainty, companies are required to comply with various data protection regulations, such as the General Data Protection Regulation (GDPR), thus ensuring safe and ethical use of information.

Finally, it is imperative to point out that AI can also lead to excessive dependence on technology, negatively affecting recruiters, who may experience a “cooling off” of their evaluation skills. Therefore, it is important that Artificial Intelligence and human experience act in perfect symbiosis in the decision-making process of recruitment tasks, as only through this balance can true effectiveness be achieved.

In summary, Artificial Intelligence is here to stay and, as we have seen, it is revolutionizing the way any personnel selection process is carried out. Companies are now able to improve their efficiency, reduce biases, and gain a significant competitive advantage in talent acquisition. However, its success also comes with conditions, as it requires rigorous implementation and constant monitoring.

Similarly, it is also important not to lose sight of the importance of human management, as it is the duty of recruiters to ensure a fair and transparent experience for candidates. Thus, the correct application of AI in any selection process must first pass through a reciprocal collaboration between technology and the human factor, all with the aim of always finding the right talent for each company.

For these and many more reasons, at New Tandem, we advocate for the proper use of Artificial Intelligence tools, as it is crucial that they are used responsibly and ethically, ultimately serving to improve the experience of both recruiters and candidates.

Follow us on social networks!

Similar Posts