Spending time and attention writing the job description is important. With Glickon Job Description Generator you can generate high quality texts in a short time.

Is Artificial Intelligence really the solution to ensure an effective recruitment process? Recently the question was pointed out on Forbes.Are AI recruitment tools the answer to improving HR performance and candidate experience? In a recent research McKinsey states that 67% of companies accelerated the adoption of Artificial Intelligence in their models in the post-pandemic era.

AI recruitment tools: what is it about?

Let's start by seeking deeper together what we are talking about when we refer to artificial intelligence tools applied in particular to recruitment processes.The starting point from which to begin the thread is to consider AI as an added value to human skills and capacity and not as a substitute for them: it is not, in fact, an alternative but a strategic integration to be combined with awareness in HR.

‍Speaking of Artificial Intelligence we refer in detail to a process called machine learning, that is, aimed at the ability of the software, coded by humans, to process data by reproducing human behaviors, with the benefit of being able to work on minimizing the errors and on data processing as logical / analytical as possible.

Artificial intelligence: sheltering yourself from bias

We talked about awareness because the use of Artificial Intelligence must start from a well-structured process implemented by HR, knowing that even though it is a data-based IT support, at the base there is a programming implemented by human beings, which can’t therefore be considered completely error-free.

We know, in fact, that human choices can be influenced by cognitive bias: unconscious prejudices embedded in human thought and difficult to eradicate, which could easily be transferred from the human to the artificial through the decisions made by the selectors in the data history.

The investment in artificial intelligence must therefore be accompanied by an equal investment in machine learning to reduce the risk of inheriting similar errors and avoid the spreading of bias.

Artificial Intelligence in recruiting: where does it apply?

Artificial Intelligence can be applied with different tools and goals to all stages of the recruiting process:

• Research

The most suitable candidates for a certain role may not actually be looking for a job. How to intercept them then? There are specific algorithms designed to identify the best even among "passive" candidates;

• CV screening

It is a phase that requires time and method, in order not to overlook a CV that could prove to be interesting: here is when artificial intelligence can support HR by identifying the best profiles through a software that matches the characteristics sought and the skills highlighted in the CVs;

• The actual selection step

Artificial intelligence can support in the interviews planning and management, by answering the questions and doubts of candidates through dedicated chatboxes, and formulating targeted feedback.But one of the step where Artificial Intelligence applied to recruiting is unexpectedly more effective is in writing a Job Description with the use of a text generator.The solution proposed by Glickon JD allows you to combine Artificial Intelligence with human skills, GPT-3 in fact, a text generator that, with some simple inputs entered by the recruiter, is able to draw up a complete and formatted Job Description, with a considerable saving of time and with a extreme quality level.

AI Recruitment: the role of recruiters

The applications of Artificial Intelligence to recruiting seem to have enormous potential: does this mean that in the future there is a risk of seeing the figure of the recruiter disappear? Nothing to fear, recruiters will not die out.

‍Technology and Artificial Intelligence are a strategic added value to a process that must always be guided by human skills: being supported by similar tools will indeed allow recruiters to save time for long and laborious activities, precious time that they can dedicate to strategically more valid activities and that allow, for example, a deeper and more comprehensive knowledge of the candidates.

The role of the recruiter can become even more strategic thanks to the support of technology which, applied to HR processes at different levels, will allow faster assessments and more driven and in-depth choices, saving time and resources for the companies and thus ensuring Employer Branding experiences that are increasingly interesting and unique.