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 Personnel Selection and how to manage its introduction.
What is AI?
To put it 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 in a much faster way and very similar to how a human being would.
What benefits does AI bring to Personnel Selection?
At first glance the benefits are clear: more speed and less effort. But beyond that, we can highlight two benefits of AI in Recruitment:
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Automation of repetitive tasks: Such as CV screening or interview scheduling. Recruiters can focus on those strategic tasks that provide differential value.
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Data analysis: AI can analyze large volumes of data, identify patterns, and produce reports and recommendations that are very useful for making selection decisions.
In short, if we select the right tools, good AI can provide us with greater efficiency and productivity.
But… What challenges does the use of AI in Personnel Selection entail?
Like all emerging technology, and AI is one, we must keep in mind that all learning is a process of trial and error. Every early adopter must be aware of some challenges of AI in Recruitment:
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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 these are representative of the candidate population to which the algorithms are to be applied.
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Integrity: It is important to ensure that the AI algorithms used in personnel selection are ethical and upright. 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.
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Confidentiality: It is important to protect the privacy of candidate data and to analyze in detail what information the AI we use shares.
In this way, AI has the potential to transform recruitment processes , making them more efficient, objective and equitable.
But today, AIs are too recent to be blindly trusted. Especially when evaluating People, the human role is essential. Sensitivity, intuition, double meanings, the role of language… These are aspects that weigh heavily and any selection process or competency evaluation is very important. 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.
Still, the adoption of a new technology with so much potential will easily arouse misgivings, or even resistance, among our team of recruiters.
So, how should I handle the introduction of AI in Selection?
From the Consulting and Transformation Area of Psicotec we approach this situation from a broad and long-term perspective. We must not limit ourselves to introducing or not introducing a tool, but we must perceive this challenge as a great opportunity to guide the change of our organization.
Let’s work on communication, organize training and/or team building, launch work environment studies or, if the situation requires it, tackle a whole project of comprehensive organizational transformation.
If your organization is in one of these cases, do you already know how to apply Agile Methodologies in and from Human Resources? At Psicotec we have more than 100 specific tools for the different casuistry 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 People and Change Management can aspire to eliminate inefficient aspects, transform their structures into collaborative environments and generate value quickly and flexibly.”
– Javier Rodrigo, Director of Consulting and Transformation –
If your organization needs to transform and shape a 100% tailor-made project, do not hesitate to contact Psicotec. From our Consulting and Transformation Area we will help you design the best solution for your company and your employees.