We already know that Artificial Intelligence (AI) is here to stay, having applicability in almost everything that marks our lives. This means that its potential can also be used in the recruitment and selection of professional profiles.
By Artur Madeira Lopes, Head of Talent Acquisition at AskBlue
Experiences are repeated and, today, processes can no longer be done manually. In fact, AI technology has the potential to automate and streamline a hiring process, fulfilling disparate tasks such as analyzing resumes, standardizing stages, creating metrics, scheduling interviews and – why not – conducting a first round of questions to the candidate. All in the name of efficiency and objectivity.
The fundamentals are not incorrect. We all want to work harder and better, using the latest developments in technology to respond to the challenges that lie ahead. But AI, although endowed with analytical superiority, does not have the ability to understand common sense, intuitive and unpredictable situations with the same ease as humans, nor does it replicate personal experiences, thoughts and personality.
Among Human Resources professionals, there are those who are concerned that the use of algorithms in recruitment could “dehumanize” the hiring process, in an area where people are the center of everything. Alongside this, they point out the risk of good candidates falling by the wayside, which could mean harm to the organization. Perhaps these are the great challenges of including AI in recruitment and selection processes. So how should we proceed? Will it be through new technologies, still to be developed and that are capable of mitigating these problems? Or will the bet have to go through a reinforcement of the skills of those who hire, continuing to rely on human touch?
Recruiting is not just about filling a vacancy. Recruiting marks the beginning of a potential life project – professional, but also personal – for someone. It is always necessary to take into account a human and personalized component, in which empathy is transversal. For the company, it is also an opportunity to develop, from the beginning, the values of the organization with a potential new employee, looking for correspondence. Yes, recruitment has a lot of chemistry and also lays the foundations for a commitment, which must be mutual, as in any relationship.
In more specific areas, soft skills are equally important, and there is no technology capable of validating them. A recruitment process with several stages, always led by human action, can still guarantee better results, from day zero. In specific areas and markets, such as consultancy, this detail becomes more important.
In short, there are positive aspects in implementing AI tools in recruitment and selection processes, but practice tells us that theory has a long way to go. Until then, and because the sieve of technology can be bypassed – for example, if a candidate adapts his CV in the best way to the open vacancy, using certain information and terminologies adapted to it, he can guarantee an advantage and leave other professionals behind most suitable for the place – we reaffirm the importance of the human factor.
2023-07-11 11:20:34
#recruitment #humans #hands #technology
