Artificial intelligence in selection: how it will change recruiting Change is underway and it is a trend with interesting numbers in our country as well.
According to recent research by AIDP, the Italian association for personnel management, in the last three years 58 percent of HR managers have started using digitized and automated systems in recruitment and selection processes.
In particular, more than 6 out of 10 HR managers use them for pre-screening, and almost half of the respondents to analyze profiles in company databases.
Artificial intelligence in selection and machine learning technology help recruiters achieve two main goals:
1) to make the search for new talent more effective: companies require increasingly specialized profiles that are often hard to find with traditional ads, while, thanks to the use of artificial intelligence in selection, recruiters can directly search for ideal candidates through bots that analyze thousands of data on social media, personal sites, and forums.
2) Manage the selection process more efficiently: initial activities, such as the analysis of CVs, can be automated, making this process easier and faster and allowing the recruiter to focus on the profiles that really match the search.
Artificial Intelligence in Selection: the benefits for companies and candidates
Artificial intelligence, machine learning, and big data analytics offer important benefits for companies: they facilitate the search for interesting candidates, because they help to find people who are not engaged in an active search, and therefore do not respond to ads, but who may still be willing to change jobs; they help to optimize searches, especially for very specialized positions: sometimes the requirements stated in ads do not match realistically, and these technologies make it possible to refine searches, defining the profile on the basis of the candidates actually available; they automate many processes, reducing time and costs: for example, data entry, which can be very time-consuming and costly, is eliminated, because digitization allows the data contained in a resume to be captured automatically.
This is a major advantage for both recruiting firms and companies, which can fill open positions within weeks rather than months.
Also of interest are the benefits for candidates:
more opportunities to find jobs: the selection companies themselves look for them;
greater impartiality in the selection process: automation reduces the risk of being biased;
much shorter time for both the duration of the selection and for knowing the outcome.
Of course, there is no shortage of criticism of the use of these technologies in human resources: the main risk is that algorithms and automatisms may depersonalize the selection process.
Thus, the recruiter’s role remains central to the recruiting process.
The goal of HR managers must be to learn how to use these technologies to provide a better service not only to companies, but also to job seekers