That artificial intelligence (AI) is transforming all areas of society is nothing new. The human resources sector, and recruitment in particular, is no exception and more and more HR professionals are using AI to improve the efficiency and objectivity of their selection processes. But… is the use of AI-based tools enough to optimize our processes? Today we reflect on AI in recruitment and how to manage its introduction.
What is AI?
To put it very simply, AI is a set of algorithms that seek to solve complex problems in which, until now, human intervention was necessary. Thanks to the development of the algorithms themselves and big data, these softwares are able to offer solutions much faster and very similar to how a human being would do it.
What are the benefits of AI in Recruitment?
At first glance, the benefits are clear: more speed and less effort. But beyond that, we can highlight two benefits of AI in recruitment:
- Automation of repetitive tasks: Such as resume screening or interview scheduling. Recruiters can focus on those strategic tasks that provide differential value.
- Data analysis: AI can analyze large volumes of data, identify patterns, and produce reports and recommendations that are very useful in making selection decisions.
In short, by selecting the right tools, good AI can lead to greater efficiency and productivity.
But… What are the challenges of using AI in recruitment?
As with any emerging technology, and AI is an emerging technology, we must keep in mind that all learning is a process of trial and error. Every early adopter should be forewarned about some of the challenges of AI in Recruiting:
- Accuracy of AI algorithms in Selection: It will depend on the quality of the data on which they are based. It is important to ensure that the data is representative of the candidate population to which the algorithms will be applied.
- Integrity: It is important to ensure that AI algorithms used in recruitment are ethical and of integrity. Algorithms should not be used to discriminate against candidates on the basis of race, gender, religion, sexual orientation or any other factor irrelevant to the job.
- Confidentiality: It is important to protect the privacy of candidate data and to analyze in detail what information is shared by the AI we use.
In this way, AI has the potential to transform recruitment processes, making them more efficient, objective and fair.
But, nowadays, AIs are too new to rely blindly on them. Especially when assessing people, the human role is essential. Sensitivity, intuition, double senses, the role of language… are aspects that weigh heavily in any selection process or competency assessment. Let us seize the opportunity, but from the role that corresponds to it: as a tool called to complete and improve, not replace, the role of the Person.
Even so, the adoption of a new technology with so much potential will easily arouse suspicion, or even resistance, among our team of recruiters.
So how should I manage the introduction of AI in Selection?
From Psicotec’s Consulting and Transformation Area, we approach this situation from a broad and long-term perspective. We should not limit ourselves to introduce or not a tool, but we should perceive this challenge as a great opportunity to guide the change of our organization.
Let’s work on communication, organize training and/or Team BuildingLet’s implement work climate studies or, if the situation requires it, let’s tackle an integral organizational transformation project.
If your organization is in one of these cases, do you know already how to apply Agile methodologies in and from Human Resources? At Psicotec we have more than 100 specific tools for the different cases that arise in any change process.
“We must evolve towards Agile HR: that new Agile way of understanding Human Resources in which organizations aware of the importance of the Person and Change Management can aspire to eliminate inefficient aspects, transform their structures into collaborative environments and generate value in a fast and flexible way”.
– Javier Rodrigo, Consulting and Transformation Director –
If your organization needs to transform itself and shape a 100% customized project, do not hesitate to contact Psicotec. From our Consulting and Transformation Area we will help you to design the best solution for your company and your collaborators.