Recruiting: how artificial intelligence can support the process and what are the most innovative applications to support HR.
Every day we are increasingly immersed in technology and surrounded by digital applications: the world of recruiting, in particular the search for the best talent on the market, get benefit from this digital evolution thanks to artificial intelligence, which supports HR by optimizing its processes. Let's see how.
AI recruitment tools: how personnel research has evolved so far
The traditional search for professional valued figures in companies starts with the publication of a job advertisement and the analysis of applications, carried out with the reading (more or less accurate) of the CVs received from candidates. We imagine to make this process, in all its phases, easier and faster, without jeopardizing the necessary accuracy or precision.
How to do it?
Artificial intelligence comes to the aid of the personnel selection process to make it leaner and more effective, allowing HR professionals to focus their attention on the subsequent phases of the recruiting process. In fact, it is important to keep in mind that the application of artificial intelligence to HR processes does not aim to replace people, making activities only carried out by digital technologies, but to support recruiters by providing them with software tools capable of speeding up the research phases and selection, automating the various steps. The human factor therefore remains essential for the success of the selection process.
Personnel research and selection: what are the most innovative applications?
Let's start from the beginning: when opening a new selection, it is important to draw up a perfect Job Description: it is a process that requires time and resources, to make sure to include all the requirements and management needs and to be able to prepare a Job Advertisement which results clear and attractive to potential candidates. How can we make this phase more streamlined and efficient, while keeping the quality and precision standards appropriate to an excellent HR process?
Artificial intelligence offers innovative solutions: such as the Glickon Job Description generator, which in less than a minute allows to produce the perfect Job Description, starting from few simple keywords and producing a complete and formatted Job Description. The solution is provided by an automatic text generation software, called GPT-3: it is a deep learning platform capable of learning and producing complex texts through the processing of 175 billion parameters. An innovative solution that allows HR to save valuable time and resources to devote to other stages of the process, such as in-depth knowledge of candidates.
Now let’s think about one of the subsequent phases of the personnel selection process: the collection of CVs. There is sophisticated software type such as the "resume parsing" ones, which are designed to process any kind of curricula (word, pdf, jpeg ...) and act by breaking down the document into sections, allowing a quick analysis and data classification. Again, in this case it is not a matter of "replacing" the recruiter's work with software, but it’s about supporting it by lightening the workload, exploiting the enormous data processing capacity of the available software.
In fact, companies usually receive many curricula, but only one part of them actually meets the required elements and among them, a short list of profiles will be identified to be interviewed. The available software allows automatic screening of CVs starting from pre-set keywords, eliminating the risk of personal bias and discrimination, promoting a more inclusive process and fair opportunities.
A further application of artificial intelligence that lightens HR's work but does not compromise the candidate experience, is the use during the selection process of chatboxes dedicated to answering questions or doubts, as well as digital tools to provide on time feedbacks to candidates: maintaining contact and giving feedback is one of the key elements to make the person feel “central” in the selection process.
In the same way, the search and selection process can be supported even in the most advanced phase, the interview: more and more often recruiters rely on assessment and tests to deepen their knowledge of candidates and explore their real attitudes. Technology also offers support in this area: it is in fact possible to structure online challenges and quizzes, exploiting the application of gamification techniques to the corporate world. These solutions, such as those identified by Glickon Seek, are particularly attractive for the new generations with innate digital skills and strong attitudes towards this kind of communication channels.
