Advertisements

How Artificial Intelligence Will Help Recruiting Professionals

As we continue the crusade in the world of attraction and selection of talent, we find different opinions regarding the role of the “recruiter, selection technician or talent acquisition advisor”.

Advertisements

As we continue the crusade in the world of attraction and selection of talent, we find different opinions regarding the role of the “recruiter, selection technician or talent acquisition advisor”. All of them with a common argument: Those who dedicate part of their time The functions of the cycle of attraction, selection and onboarding of talent are fundamental pieces of the equation.

His role is complete, key and covers all phases of this cycle in the company. They represent an interesting combination of ingredients: a pinch of coaching applied in managing relationships with those who require talent and with candidates can make a difference. One milliliter of data analysis to deepen the figures and the history they tell us to make the best decisions. A glass of design and two cups of strategy and business (internal and external) acting as marketing professionals, understanding the vision, objectives of the company, and the external and clear talent market, several handfuls of “story tellers” ( depending on your client audience, candidates and colleagues.).

“And for them, what role does technology play? In whose service is it? Once again, at the service of the person, both the professional of the selection and the candidate.”

Have more availability for your mission: attract and select talent

Little by little, we could say goodbye to the most repetitive tasks, technological innovation makes automation possible, especially in the recruitment phase. Thanks to Machine Learning (ML) or Machine Learning, which allows:

  • Screen resumes automatically We have seen how a CV “walks” through a machine and is read by the machine that introduces each written section of the CV in the corresponding electronic fields (training, experience, …).
  • Detect in a few seconds the most suitable candidates for a position through the semantic search.
  • Access more candidates, tracking a multitude of recruitment sources.

Another advantage of the technological advance is to optimize the time dedicated to the pre-selection phase: citing candidates, verifying if they meet certain criteria, conducting face-to-face interviews or evaluating them. Through the video interview we can interview and evaluate candidates in deferred, through any device. This solution allows:

  • Send a link to the scheduled interview, without citing or checking the candidate by phone.
  • Evaluate the interviews in deferred: When, how and where you want! And without taking notes, for having registered the answers.
  • Offer real interview data to the Hiring Manager, which will allow you to better decide who to interview in person.

Facilitate the attraction and information to potential candidates.

How? Through recruiting bots based on Artificial Intelligence-. These virtual assistants are the last shout in selection, interviewing and helping us to examine – the candidates in real time. In short, they formulate simple questions for screening, analyze the answers and schedule appointments with candidates for the following phases. In addition they can facilitate the attraction and information to potential candidates, – being present in the webs of the company.

To promote the selection of candidates respecting the criteria of rigor and reliability, and allowing the candidate to know something more

Allowing to mitigate subjectivity and bias. One example is the language processing software (AI) capable of identifying unsuitable language patterns (gender, ambition, etc.) in job offers, to achieve rigor in attracting candidates.

And what about facial, voice or text recognition applied to selection? Through this, we can know objectively if there is correspondence in the discourse of the candidate and reality, that is, their enthusiasm, passion, real interest in the offer, among others.

At first glance, it may seem that the selection will be colder and more distant. We could talk about almost robotized. Of course there is material for debate. We must remain vigilant and open our minds to these new allies.

We can know that it will mitigate possible biases, get to know more about the candidates and save time that we will invest in caring for our relationship with the different candidates. Technological innovation in the field of personnel selection will help us have more ways of conversation, improve the relationship with candidates and optimize all resources.

Advertisements

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

%d bloggers like this: