Let’s see how the artificial intelligence can support the personnel selection process, optimize it and enhance human capital.
Can artificial intelligence facilitate the recruitment process while maintaining high standards? And what are the Artificial Intelligence recruitment tools available to HR today?
Here are the areas and tools in which Artificial Intelligence can assist the recruiter in the selection of personnel.
1) Optimize processes
Artificial intelligence includes all the techniques and algorithms with which a software, properly programmed, replaces all or part of the human.In the selection of personnel, the areas of application are different. First of all, some activities that require a lot of time and that bring minimal added value to the process can be carried out by machine learning algorithms. For example, chat boxes dedicated to candidates with which to provide answers to the most common doubts during the selection.
However, one of the most refined and cutting-edge techniques is the use of text generation softwares, such as GPT3, tested by Glickon. It allows, with a few simple steps, to automatically generate a complete and formatted Job Description, with only the insertion of keywords and a brief description of the characteristics of the role. The recruiter can devote himself to deepening the analysis of the fundamental characteristics of the person to be sought, leaving the software to structure a Job Description in line with his inputs.
The potential in terms of saving time and resources is evident.Another example in which artificial intelligence successfully supports recruiters is the planning and organization of interviews, allowing the optimization of appointments.
2) Facilitate profile matching
Another step in which Artificial Intelligence can effectively support the recruiter is the screening of CVs. It allows you to quickly analyze a very large number of data, facilitating the identification of suitable characteristics in candidates, based on keywords in a predefined data set.
Then, it is possible to create customized tests and challenges to analyze the candidate's transversal skills, simulating operational situations and business dynamics to test real skills. It is a considerable help in identifying the person with the most suitable characteristics and in building a positive candidate journey.
3) Avoid bias
The risk of cognitive distortions, poor objectivity and discrimination is known in the HR field.Artificial intelligence reduces this risk. Even if it is based on a software created by a human from which it could erase the biases, the AI manages to learn and progressively avoid them, with concrete benefits in terms of diversity & inclusion. Paradoxically, in fact, the risk of inequalities in the ICT teams of companies appears higher than in other business areas, as emerges from a recent report by Capgemini which states that
90% of companies with a global presence find it difficult to implement inclusion and diversity policies within their IT teams.
One of the most popular techniques to avoid bias and anonymous CV, or blind recruitment. Thanks to a software, this practice eliminates all data relating to gender, ethnicity, religion or politics from the CVs, in order to facilitate and make the screening of the recruiter neutral.
4) Detailed analysis
A good artificial intelligence software is able to process a lot of data in a very short time, with a very low margin of error. The application of these benefits to the selection process allows you to identify a candidate who may not have expressed their potential in the best way, risking going unnoticed in the eyes of the recruiter. Instead, a well-developed algorithm could quickly find the right person.
5) Constant monitoring
Performance analysis is essential. The data of the recruiting processes must be constantly measured and analyzed, tracking effective and personalized metrics that adapt to the dynamics and HR objectives of the company. By identifying the right KPIs, it will be easier to work with artificial intelligence tools for monitoring and evaluating results, aiming at continuous improvement of the selection process.Ultimately, the purpose of artificial intelligence tools to support recruitment is to offer the best candidate experience, and allow companies to leverage effective tools and innovative solutions.
Glickon Seek offers the right mix of innovation and ease of use, ensuring the highest quality standards of HR performance.
