Economics/Business

Artificial intelligence in recruitment/advantages/Disadvantages

Do you already apply Artificial Intelligence in recruiting within your company? If the answer is no, know that using this technology in the HR sector reduces the chances of a wrongful hiring, something that generates an increase in costs and expenses, negatively impacting the business. Artificial intelligence in recruitment

Furthermore, in a modern world, where technology is increasingly advancing in all sectors of our society, the area of ​​human resources is no different. We know that applying HR 4.0 strategies within the organization can seem like a challenge, however, companies that do not adapt to these changes, not only in technology, but also in behavior, will end up lagging behind in the market. 

In addition, good people management begins with attracting the best talent for your company, something that becomes more effective through automated recruitment, aligned with the main objectives of the organization, generating in candidates the desire to work on your team .

If you were interested in knowing how Artificial Intelligence (AI) works in the recruitment process and what its real advantages are, keep reading! Artificial intelligence in recruitment

After all, what is Artificial Intelligence?

Before we present the advantages provided by using Artificial Intelligence in recruiting, it is important that you understand what this technology is and in what areas it can be useful. 

AI is a computer science tool that is responsible for storing data, analyzing them and operating actions, according to the records made in the software system. Still, this virtual product was born from the need to avoid cognitive failures in operational processes, resembling human intelligence.

The Artificial Intelligence is increasingly present in several areas. In health, in diagnostics and surgeries, in transport, in the manufacture of autonomous cars, in companies, both in the logistics part and in customer service with chatbot , among others. Artificial intelligence in recruitment 

In HR, it makes it possible to analyze and read data to optimize various processes, such as assessment, training, development of its professionals, in addition to the recruitment process. All this through the use of tools

Artificial intelligence in recruitment and selection

Also known as AI, artificial intelligence is present in many areas and can make life easier for everyone by automating what was only possible in person. Among the institutions in which artificial intelligence can be found are banks, companies, startups , and educational institutions.

And it’s also present where, for us, it’s already a natural thing, like Google’s autocomplete bar.

In internal or external recruitment and selection , the artificial intelligence tool emerged through specialized platforms in careers and selection processes, created to automate steps that were previously tiring and ineffective.

With the use of these resources, professionals are able to be more agile and the chances of hiring the best profile for the position increase considerably.

Artificial intelligence is responsible for standardizing and transforming technical assessments into more objective and automated steps. Artificial intelligence in recruitment

Furthermore, it is possible to build a consistent database, which does not discard any candidate, but only places them in a certain position in the ranking, according to the soft skills and hard skills requested by the vacancy.

This may be information that most candidates don’t know, but the resume registered on an artificial intelligence platform goes through several filters and then appears to recruiters with a synergy ranking order with the position.

What are the advantages of AI in recruiting?

In a world of data, I ask you: does it still make sense to recruit only through paper resumes? The answer is definitely “no”. Of course, intelligent recruitment is not intended to exempt HR professionals from the selection process, but to assist them in more bureaucratic and operational tasks, leaving more time for them to focus on what really matters within the company: human capital. 

Now, we’ll cover in more detail some advantages of using Artificial Intelligence in recruiting. Check out!

Greater assertiveness in candidate selection

A paper résumé will not provide specific information about behavioral skills, also known as soft skills—relevant to the position the candidate is seeking to fill. Thus, through Artificial Intelligence in HR, it is possible to obtain and analyze this data effectively, reducing errors in the recruitment process. Artificial intelligence in recruitment

Reduces time and effort

Today, in a single software with data intelligence , candidates make their registration and carry out the assessment of their behavioral profile. The results are stored within the platform itself, enabling greater flexibility in the process and effectiveness in choosing the professional. 

In this sense, with the help of the AI ​​in reading the algorithms, the time to carry out a recruitment and selection process can be reduced by up to 70%, identifying the behavioral characteristics in a complete report, obtained in a matter of minutes. 

Improves candidate experience

With the domain of technology in all spheres of society, people want to see professional changes, just as they experience technological transformations in their personal lives. So, if today we open a bank account without having to leave the house, why can’t the same happen in the first stages of a selection process?

A complete management software allows, for example, the application of screening tests completely online, filtering out professionals who do not “match” the vacancy or who do not have the company’s cultural fit . Thus, the candidate does not need to travel, having financial costs with transportation and needing to be present in person at all stages of the selection process. Artificial intelligence in recruitment

Qualified talent bank

Even if, during recruitment, a candidate is not selected for a particular position, this does not mean that he is not the ideal talent for future opportunities. Therefore, using a platform with data intelligence, all the history of tests and interviews carried out are stored with information and results.

Therefore, it is always possible to have an updated and qualified talent bank with possible candidates. Thus, the HR professional saves time in future recruitment.

Mass Feedbacks

A major dissatisfaction on the part of most candidates for a vacancy is the lack of feedback from the company regarding the progress of the selection process. Even though it is essential to offer this feedback, as it demonstrates respect and frees the professional to continue looking for other opportunities, it is a challenge for HR to respond individually to everyone. 

However, currently most recruiting and selection software available on the market has the option of bulk feedback. Thus, the HR professional saves time and leaves no talent unanswered. Artificial intelligence in recruitment

Disadvantages

More automated and less humanized processes

At the same time that the stages advance automatically, the candidate has less contact with the team that works in the company.

It is important to remember that it is not only the company that chooses the candidate, as the opposite also happens. When visiting the company during the selection process and seeing how everything works, even superficially, the person may or may not see themselves belonging to that team and this can be decisive, if they need to choose between more than one job offer.

Little objectivity in behavioral assessments

Even with all the possible tests to assess the professional’s technical skills, when we talk about selection based on competences , the results are not always objective.

After all, responses can be manipulated and people may not be as transparent as the system and company would like. Therefore, behavioral interviews are essential in an era in the labor market where cultural fit and real skills can often count for more than the diploma itself. Artificial intelligence in recruitment

Selection failures

It is obvious that machines also make mistakes, even though they are considered intelligent, so that they run efficiently. your filters need to be properly powered.

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