Artificial Intelligence is already shaping the future of recruiting today. Whether through chatbots, analysis or automation – artificial intelligence plays a central role in the HR departments of the future and will make the job easier for many HR professionals.
More and more companies are investing in AI solutions to accelerate processes. Recruiting is no exception. AI can shorten the time it takes to review cover letters and CVs, and can provide an initial pre-selection in the initial stages of the hiring process. Artificial Intelligence can also be helpful when sending job advertisements, sorting incoming applications and reviewing the complete application process:
- Curriculum Vitae Screening: The advantage is that AI applications can learn the “language of the company”. You can learn the necessary requirements and skills needed for a specific job and thus identify qualified candidates.
- Application process: Automated recruiting processes can optimize the applicant’s experience. Especially chatbots are very useful here, as they can quickly answer questions of applicants and provide them with additional information about the job or the company. This way the application process can be optimized and the candidate feels better off.
- Interview: Artificial Intelligence and automated interview tools can make the interview more effective. With ever better survey software, a variety of key factors can be analyzed. Facial expressions, language patterns and word choice are all included in the selection process and enable the recruiter to collect further information.
The survey software is becoming increasingly sophisticated so that it can analyze a variety of key factors – from facial expressions to speech patterns to word choice, among other things, along with metrics such as workplace requirements and corporate culture – to determine the potential quality of recruitment.
But if the recruitment of candidates is completely automated and even the job interview is evaluated by machines, what does the human resources person do? The answer is a central finding that must be retained by all people during the digital transformation. Machines will simplify our lives in the first moment. They relieve us of tiresome or time-consuming tasks, but they do not replace the social skills of a human resources person who can put himself in the position of an applicant and who can assist him as a contact person during the first steps in his new professional life. If the time required for automated processes is reduced, the HR manager also has more time for other tasks in the HR department, such as improving jobs in the company or optimising employee satisfaction. The recruiter of tomorrow may have other tasks, but he will not be abolished.