Artificial Intelligence in the Recruitment Process in Business

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Artificial intelligence continues to grow, and could soon help in the recruitment process.

For recruiters, artificial intelligence could enable them to more effectively filter applications using applications, so that they meet only the candidates who best meet the expectations of the company. For candidates, this means changing the way you apply for a job. This implies fewer applications by email and more applications directly on the company’s website, and with artificial intelligence as the first selection tool. For example, some companies already use platforms that allow them to see if candidates live far from the office or not, and to control their availability in terms of hours of work. Although artificial intelligence can help a company to select candidates to see first, it must still ensure that there is a human part in this process.

We hear about some companies selling recruitment platforms that use artificial intelligence, and claiming that artificial intelligence in the recruitment process allows companies to recruit candidates who are more in tune with their culture. This can be very interesting for companies looking to hire candidates who are willing to stay in the business for a long time, who can adapt and perform well. However, business leaders also need to be aware that while including artificial intelligence in the recruitment process can be beneficial in many ways, it is important to continue to know how to hire new employees the most it is human. There are many anecdotes, books, and warnings from opinion leaders such as Elon Musk or Stephen Hawking who denounce the potential danger of artificial intelligence in our lives. From the candidate’s point of view, there are already some concerns about artificial intelligence filtering applications (such as Amazon’s recruiting device), such as: – the fact that no human eyes are focused on the decisions made by the artificial intelligence regarding a possible interview for a candidate – artificial intelligence platforms that ask candidates to apply via a video, who analyze their microexpressions, give them a mark and could eliminate them – having to do many more tasks in order to apply for a job: taking video, quizzes, passing time-limited tests .

To allow artificial intelligence to collect data concerning a candidate even before his profile is shown to a human recruiter. It is essential that business leaders decide how they want to integrate artificial intelligence into their recruitment process. With technologies capable of detecting micro-expressions that humans might miss, this could help in the selection of employees who more closely match the expectations and goals of a company.

Artificial intelligence could also allow a company’s human resources to focus on strategy rather than other elements that can be a waste of time, such as analyzing applications for example. However, as mentioned before, there is a need to keep a human aspect in recruiting new employees. What your company can do to keep your recruitment process humane: While business leaders are always looking to find the best possible candidates, it’s important to remember that the people who will apply are human beings.

1. Establish artificial intelligence rules in the recruitment process. When introducing artificial intelligence-based recruitment platforms into your business, establish strong ethics policies. For example, determine when and how humans will control the decisions made by artificial intelligence.

2. Keep in mind that one of the main problems of artificial intelligence is that it can be biased by humans. In theory, a computer does not have a preference.

However, in practice, since humans designed the program, there were cases of biased artificial intelligence. Therefore, when you want to acquire a recruitment platform based on artificial intelligence, it is crucial to learn about what has been done to protect against the influence of the developer. Biases could negatively impact recruitment by judging candidates on gender, ethnicity, socio-economic status or age. It seems relevant to provide artificial intelligence that evaluates profiles ethically.

3. Keep in mind that artificial intelligence does not replace human resources. Artificial intelligence can help service for a human resource team, but it should not replace it. Humans understand the issues of ethics, integrity, and morality. Although artificial intelligence is able to learn on its own, it is not conscious. It should simply be used as a recruitment tool, but should not be a single step in the selection process.

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