Technology

Artificial Intelligence in the Recruitment Process

Artificial Intelligence in the Recruitment Process

Looking for a job is no easy task these days. The way recruitment and selection processes are changing every day and much of that change is driven by technological advancement. Especially because so many people are looking for an opportunity, the people in charge of the recruitment teams find themselves flooded with resumes. For example - the people in the human resources department received an average of 1000 resumes per month. With such a large volume, the solution could only come from technology. 

The use of technology aims not only to bring agility to the processes as a whole but to improve the connection that exists in the triad candidates, employers and recruiters. It is common sense that there is a communication noise between these three fundamentals in the dynamics of a selection process, which depending on the intensity can become a chronic problem that affects not only the selection process itself but the company's business.

To strengthen this triple connection and improve communication with each other, candidates, employers and recruiters can rely on the most diverse technological tool of today i.e. Artificial intelligence in the recruitment process.

Artificial Intelligence: a more effective recruiter

As said before, new technologies have been designed to help and relieve the recruiter in the exercise of this profession. Here are some areas of application of Artificial Intelligence in the recruitment sector today: 

Targeted Advertising – The targeted advertising is based on the purchase of online advertising space (job listings). It allows very precise targeting. Thus, job offers are presented to people who can match the search criteria, according to their browsing on the internet, their profile and their online activity.

Of social networks like Facebook or Linkedin Jobs offer this feature. They have an impressive amount of data collected about their members that allow for this ultra-precise targeting. Linkedin allows for example recruiters to boost the announcement by presenting it to people looking for the same or similar positions.

CV Analysis – The technologies of semantic analysis as Textkernel used to extract the relevant information from the CV of the candidate. The use of this technology greatly enhances the candidate's experience since the candidate will not have to re-enter his / her data on the application form. Indeed, once the CV is loaded on the candidate space, its information is directly extracted and compiled in the application form. The candidate will only have to verify and validate his data. The application process is thus facilitated and optimized.

On the recruiter side, AI allows you to extract the information you need without reading the entire resume. This is a significant time-saver when you receive hundreds or thousands of resumes each month.

Inasoft software includes this technology, so CVs are easily integrated into our recruitment software, whether in paper or electronic format. Career sites also have this option to optimize the candidate experience when applying.

Gamification – The Gamification is using the principle of the game in a context that is not normally associated with games, such as recruitment. With Gamification, you can analyze candidates' cognitive and emotional skills such as problem-solving, team building, perseverance, taking a step back, etc. Companies like Unilever are using this technology in the candidate evaluation phase. Indeed, the company that receives millions of applications every year has launched a new digital recruitment process to detect the best talent. This innovative concept mixes a series of online games, sent to candidates and video interviews.

Gamification is positive for the candidate experience by its very playful side. It is particularly appreciated by the Millenials who are looking for this innovative and digital experience when they apply. This can strongly encourage applicants to apply and gives a very positive image to the company that uses it.

The e-assessment – The e-assessment is based on predictive recruitment and Artificial Intelligence. Solutions such as Assessfirst have appeared in the recruitment market in recent years. They offer the sending of personality tests to candidates to detect their soft skills and establish a very accurate profile.

These tests are developed by psychologists and offer a reliable analysis based on Artificial Intelligence. As part of the interview, the candidates make sure to give an idealized image of their personality to meet the expectations of the position. As part of a predictive recruitment test, it is very difficult to bias the results that are based on Artificial Intelligence. According to studies, the interview alone has a predictive capacity of 30% against 60% with the e-assessment.

Thus companies have every interest to rely on this type of test to recruit profiles corresponding to their search criteria. They can avoid casting errors and help in decision-making. Finally, the e-assessment is also positive for the candidate experience, with its playful and innovative side.

Verification of diplomas and references – Another field of application of Artificial Intelligence in the recruitment process is the verification of diplomas. Nowadays, it is little used by recruiters yet it can be very useful in the context of recruitment on key positions in particular.

Inasoft software offers an optional verification module for diplomas, via VerifDiploma. In just a few clicks, you can verify the authenticity of the diplomas of your candidates. The advantages of this technology are numerous: fight against fraud, risk limitation, and protection of the image of society.

Communicating with Candidates – The "chatbot" or "virtual conversational agent" based on AI is also booming in the recruitment sector. Integrated into business career sites, robots can inform candidates and guide them in the recruitment process. Playful, instant and innovative, they greatly enhance the candidate experience by engaging in dialogue with them. They also save time and gather more qualified candidates because candidates are better informed about the positions and the recruitment policy. In addition, the chatbot is available 24 hours a day, 7 days a week.

Conclusion

One might think that Artificial Intelligence takes the place of the human and eliminates certain functions of the recruiter, thus limiting the human side of recruitment. It is true that technology is becoming more and more important in recruitment processes, as most tasks are performed by "machines". Yet it is the opposite. All this technology based on AI allows recruiters to spend more time with candidates and thus detect the best profiles. Tasks with low added value are thus automated and managed by software. In addition, the AI ​​makes it possible to better detect Soft Skills and to eliminate certain subconscious prejudices of the recruiter based for example on the culture, the origin, and the physical appearance. In addition, the robots will not replace the human in the recruitment framework. The final decision and the exchanges will always rest on a human appreciation and the personal judgment of the recruiter, with a necessary part of subjectivity.

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