How to use artificial intelligence to evaluate candidates

Uso dell'Intelligenza Artificiale nelle Risorse Umanee

Until a few years ago, with traditional job interviews, recruiters collected as much data as possible on candidates, using a special software to identify the most suitable profiles for a certain position. With the advent of the GDPR in 2018, recruiters must limit themselves to collecting only the data strictly necessary for the evaluation of the candidate.

This limitation makes the work of human resources even more complicated, which can however rely on artificial intelligence. AI ​​not only speeds up the search, but it optimizes and perfects it according to the needs of each company. So-called soft skills, that is non-technical skills, have become increasingly important in the evaluation of a candidate. Using the classic tools, such as CVs and motivation letters, these skills are difficult to identify. Therefore, in this new context, artificial intelligence comes into play.

If you want to find out about the best solutions based on AI and RPA (Robotic Process Automation) to improve the functioning of your HR department, contact us at Humable. In addition to encouraging the recruitment and acquisition of talent, here at Humable, we have developed new devices to manage all the activities of the HR department, from payrolls to access policies.

The advantages of artificial intelligence applied to recruiting

Intelligenza Artificiale per valutare i candidati

According to forecasts, the work of recruiters will increase in future years. New ways have been introduced to send CVs and apply for open positions in companies, so human resources will have to analyze and review thousands of applications.

The manual selection of CVs is one of the operations that requires the most tedious work and, in most cases, turns out to be burdensome and unproductive. In fact, it is estimated that generally 88% of candidates are not in line with the position sought. Furthermore, with traditional systems, it takes approximately 23 hours to fix a first interview.

This represents a truly mammoth workload for recruiters, who can instead rely on artificial intelligence to get the best results with the least effort. AI, through the screening of CVs and the scheduling of interviews with candidates, automates long and repetitive activities that generally take days.

What are the activities carried out by AI?

AI ​​gets to work on a series of very useful operations, starting with the optimization of the search for candidates using keywords. It is also able to extrapolate data automatically from unstructured documents, such as CVs, analyzing and searching for the most suitable figures in a targeted manner.

Artificial intelligence is also a valuable ally when writing job advertisements, so as to enrich the candidates’ files. If necessary, it suggests the ideal candidates for a specific role.

Recruiters benefit greatly, but so does the company itself. Human resources can delegate routine and repetitive tasks to machines, focusing instead on the decisions to be made at a strategic level. Work is hence optimized, planned and designed, reducing the so-called “time to hire”, which is essential for identifying and capturing the best employees. Recruiters can carry out their duties without being burdened with excessive work, which is delegated to machines, thus recruiters in turn feel more valued. So, companies can count on an extremely efficient HR department, more easily identify the ideal candidates and achieve objectives with a nice cut in costs.

Artificial intelligence and HR: some fields of application

Finally, it is interesting to analyze some practical examples of the application of AI to HR. Targeted advertising allows you to buy online advertising space, precisely targeting potential candidates with job ads on Facebook or LinkedIn. Job offers are addressed and presented to those who have certain criteria or based on the type of internet browsing. Social networks thus become a rich well for companies to draw from, and an excellent opportunity for candidates to find work.

As previously mentioned, new technological tools provide invaluable help to recruiters. Candidate data is loaded onto a computer, which extracts the most relevant information, so as to evaluate the thousands of resumes that arrive each month in the most efficient fashion. Recruiters save precious time and candidates themselves understand whether or not they qualify for a particular job offer.

Another very interesting tool is e-assessment, which is based on predictive recruiting. In practice, a personality test is sent to candidates, to evaluate their soft skills and establish a precise profile.

Then there are the chatbots, a versatile and multifunctional solution adopted in various sectors. Chatbots can be integrated with companies’ career sites to collect important data on candidates and guide them in the selection process. In this way, the most qualified candidates are collated and the candidates themselves are better informed about the recruiting policies and requirements.

If you want to apply artificial intelligence to your recruiting sector, Humable is ready and able  to enlighten you on the most complex issues and show you the right path.




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