With the growing demand for technology, it has become common to find human processes being simulated and executed by machines. This happens with Artificial Intelligence (AI) when used by different areas of the labor market, with the algorithm training based on a set of data listed by whoever is in charge.
Artificial Intelligence is capable of storing data on the company’s computer and operating actions, following records made in the software system, enabling the preservation of operational processes, thanks to the proximity of its actions to human intelligence. In the Human Resources area, AI allows for the optimization of processes through the analysis and reading of data, including recruitment and selection processes, while IT Hunting, which is more careful and technical due to the demands of technical skills of the professionals to be AI help in the application of tests for technical evaluation within the selection process. In both cases, they allow HR to focus more on human capital.
Faced with the selection of candidates, AI brings more assertiveness, as it provides specific information about each candidate, facilitating the analysis of the candidate’s soft skills, assessment of their behavioral profile, application of screening tests, and filtering of professionals who do not have the company’s cultural fit or they do not “match” with the vacancy.
With an increasingly competitive job market, there is no longer any time to wait for a job in the traditional model. Excel spreadsheets are also no longer adequate since the new era calls for the automation of selections, which generates greater efficiency in the company, standardization, and objectivity in assessing the candidate’s skills.
With AI, anything is possible, including automated analysis of metrics, indicators, data, and other concepts in real time. The AI programs advertise vacancies, create databases based on the CVs received, and even facilitate the search for professionals according to the position offered.
Likewise, the contractor can add new information to the platform by creating a recruitment program for each desired profile, generating a hiring model that will show much more precision, criteria, and structure to the process, thus increasing the engagement of candidates.
AI Advantages
When AI is applied in company recruitment, that is, in hiring professionals, the chances of a wrong hiring decrease, allowing good people management by attracting talent through automated recruitment. One of the advantages of using AI during the recruitment and selection process is linked to the elimination of human judgments regarding practical, technical, and behavioral skills. Another advantage is the ability to deal assertively and efficiently with the large number of CVs that arrive.
In addition, there is also the democratization of the process, as the evaluation will be based on data, skills, probabilities, and competencies of the candidate, avoiding biased processes and including the population that is still considered a minority, such as people of African descent, women and people with disabilities.
The candidate’s experience is another positive point to be listed among the advantages of AI because it speeds up the process, from receiving an email to confirm the candidacy, to interacting with your recruiter, with more speed and dynamism, directing you to the next stage or rejecting your candidacy without hassle or delay; these factors increase the performance of the HR professional and optimize the effective cost of hiring.
AI Disadvantages
Using Artificial Intelligence in the recruitment and selection process is interesting and complements the Hunting process. However, dealing with people will always require a humanized relationship and does not rule out the individual interview and previous alignments between recruiter and candidate, and as happens in many other technological processes, AI also has disadvantages. One is the lack of accuracy of the software. The algorithms used to receive and evaluate candidate profiles online may result in false positives and/or false negatives. This happens when the HR professional is not used to using technology or when data sampling is limited.
There is also the chance of receiving CVs with contradictory information to the understanding of the algorithms when they are fed with biased data samples, for example, perpetuating prejudices with candidates from minority groups, ignoring them, and underestimating them in favor of standardized candidates. With this, it is clear that the real problem lies in how this technology is used, as well as in the flaws in the programming of the algorithms and the lack of transparency during the selection criteria, maximizing prejudices and minimizing precision in their evaluations, that is, making the opposite of what was programmed.
AI is a specific technology that requires transparency of criteria and carries the objective of being used as efficiently as possible, requiring that its programming be validated carefully and responsibly. Only then will the company be able to retain the ideal professionals for the positions available, improving the selection process, getting closer to the top of the market, and redefining the role of the Human Resources professional.
Therefore, at each stage, the humanized relationship is still different in companies that contemplate human resources or IT-hunting processes. The middle ground while we await the evolution of Artificial Intelligence is still the best way forward.
*The content of this article is the author’s responsibility and does not necessarily reflect the opinion of iMasters.
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