Artificial Intelligence Is Changing Recruiting Processes

Artificial Intelligence- When it comes to technical progress, there is hardly a word used more often than artificial intelligence. When it comes to technical progress, there is hardly a word used more often than artificial intelligence. AI will influence many aspects of the working world in the future. Algorithms and bots can already help in the search for suitable personnel. The improvement of recruiting processes is playing an increasingly important role, as finding appropriate employees is becoming more challenging: just placing job advertisements is no longer enough.

“Companies face major challenges, particularly when it comes to filling IT positions. Due to digitization, companies in all industries now need IT specialists, ”. According to a study by the industry association Bytom, there were around 82,000 positions for IT specialists in 2018 that companies could not fill – and the trend is rising.

Artificial Intelligence- Bots More effective Than HR

Those responsible expect one thing above all from AI in recruiting: lower costs at a higher speed and better quality. There are currently two areas of application of artificial intelligence in recruiting. On the one hand, some algorithms do what is known as matching. While the search or preselection took a lot of time because HR managers or external service providers had to read every application carefully, now bots do the first screening. AI-based search algorithms match the requirements of the company with the qualifications of the candidates.

“For example, we use bots that scan over 50 networks and AI-based talent pools with more than 500 million candidate profiles every day. A person could not handle the analysis of such a large amount of data at all, ”. Another advantage is that bots, fed with the correct information, are not guided by subjective feelings but filter applicants based on hard skills. Intelligent applications make a pre-selection within a short time – that makes the entire search process more efficient. The second area of ​​application does not start until later in the recruiting process: Software solutions already analyze applicants in detail using videos and sound recordings to identify any strengths and weaknesses.

A Sure Instinct Is Required

Artificial intelligence, however, is not the solution to all problems. As with almost all technical innovations, not everything works perfectly. The best example of this is that a leading online mail-order company recently made headlines because the recruiting software was looking for specific keywords that discriminated against female applicants. “Algorithms evolve themselves through machine learning, but for this, they need a substantial amount of data, with the help of which they can improve. However, if the data set disadvantages a certain group of people from the outset, then the algorithm maps this. This means that if the algorithm learns the wrong thing, objectivity is lost, ”.

Profitable Combination Of Man And Machine

Anyone who fears that robots will soon make all personnel decisions, hold job interviews, and humans will no longer play a role is wrong. “When filling vacant positions, not only does the professional qualification play a decisive role, but the personality of the candidate must also match the company in question. Ultimately, people have to work together in a team and achieve the best possible results even in difficult situations, ”.

For this reason, it is essential to rely on a combination of man and machine. The time that HR managers gain can be invested in other tasks because once specialists have been found, it is necessary to tie them to the company so that the search does not start again in six months. 

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