Artificial intelligence is shaking up human resources management, saving time and improving performance, as indicated by 40% of recruiters surveyed by Robert Walters in a 2018 study. This is particularly the case for large organizations, which equip themselves with smart tools in the first place to recruit talent.
Predictive algorithms, machine learning, RPA, chatbots: these technological advances allow HR functions to reinvent their businesses and reconnect with their real added value, people.
The objective is also and above all, to recruit without any unconscious bias. Unilever committed earlier this year to build a fairer and more inclusive society.
And he has made it a point of honour to promote diversity in his workforce and his management: whether it is about gender, nationality, religion, hair colour or skin, these characteristics cannot be any longer find a place in its selection or appointment criteria.
Artificial intelligence – that is, the collection of methods that show intelligent behaviour by examining their environment and taking measures with a certain degree of autonomy to achieve specific objectives – is already part of the system. of our daily lives in many areas, to the point of being considered by the European Commission as one of the most strategic technologies of the 21st century.
Usage of Artificial Intelligence in Recruitment
Artificial Intelligence is making its appearance in every area of human and economic activity. It is predicted to have a bright future, and companies must already prepare for the upheavals it will produce. The HR sector is no exception, and artificial intelligence is already giving it a big boost, even if we are still only at the first tweets.
The significant advantage of configuring an AI tool is that it requires the HR manager to identify the relevant indicators, that is to say, those which reflect the reality of a position.
The downside is that it tends to favour the reproduction of “what worked in the past”. In short, we are tempted not to touch too much with the tool’s configuration if the first recruitments were successful.
AI Video Recruitment Process
One of the latest innovations in this video interview software with AI. Candidates for a job are invited to take a deferred video interview, and their passage is recorded thanks to a camera. Candidates answer a predefined questionnaire from home.
The machine carries out everything that a recruitment specialist with psychological skills usually analyzes.
HR Managing Tools
The significant advantage of configuring an AI tool is that it requires the HR manager to identify the relevant indicators, that is to say, those which reflect the reality of a position. The downside is that it tends to favour the reproduction of “what worked in the past”. In short, we are tempted not to touch too much with the tool’s configuration if the first recruitments were successful.
Artificial Intelligence is another strong argument advanced by Loren Larsen. The AI integrated into these video recruitment tools makes it possible to bring natural diversity to the company by eliminating prejudices linked to age, ethnic origin or even social background.