We offer you a brief summary of recent articles that have addressed Artificial Intelligence (AI) in recruitment.
The recruitment process is carried out by humans deciphering other humans through academic backgrounds, skills, and professional experience. Human judgment is subjective, which poses a problem. AI is here to correct this bias.
Avoiding errors, biases, and discrimination, saving time, giving more chances to atypical profiles, using viable and up-to-date information. This is what predictive recruitment offers. Relying on neutral information without cognitive bias to maximize recruitment chances.
It is all the more important as the proliferation of Jobboards, multi-posting tools, and ATS leads to an increasing number of applications, requiring recruiters to sometimes make clear cuts based on criteria (schools, etc.).
AI offers recruiters the ability to configure predictive tools using their industry knowledge. They must first "identify key performance factors" for each position: personality traits, motivation and satisfaction factors, tenure, ...
The tool then returns a behavioral potential rather than a basic summary.
Objective: find those who will thrive by knowing the satisfaction drivers.
Recruiting a candidate who perfectly matches the position but decides to leave because their expectations are not met is costly, according to recruitment firm Hays:What is the cost of a failed recruitment?
"Big Data" allows you to view pre-selected profiles. Imagine, for example, a list of profiles sorted by one or more criteria chosen by you. You save valuable time with a tool that automatically eliminates profiles.
To avoid bias in your AI configuration, don't you need AI experts to ensure the impartiality of your settings?
Florentin Coeurdoux, Machine Learning Expert at AssessFirst, explains how to effectively use AI in recruitment.
- Design AI to be audited by humans.
- Feed AI with clean, unbiased data to prevent it from becoming sexist or ableist, for example.
While it's difficult to measure human biases, it's much easier to audit AI based on human settings.
AI is here to assist humans by easing recruitment but it is not a magic solution. Guidance and humility seem to be key.
And you, are you already using AI in your recruitment processes? If so, how?
Press articles:
Employment: Does Predictive Recruitment Reshape the Landscape?
