Artificial intelligence: How it can help recruitment processes

14 de March, 2024

Recruitment is often an arduous and challenging process for human resources managers. From screening CVs and selecting candidates, to conducting interviews and evaluating them… recruiters go through a wide range of processes and tasks.

The good news is that many of these tasks can be simplified and streamlined using artificial intelligence tools. 67% of HR professionals believe that AI has a positive impact on recruitment processes.

But how can artificial intelligence tools make recruitment processes more efficient? Find out with us!

1 – Finding potential candidates

There are some solutions based on artificial intelligence that allow you to find potential candidates more quickly and effectively.

This is done using machine learning tools and algorithms that are prepared to analyze internal company databases, social networks (such as LinkedIn) and other online platforms. After this analysis, these tools are able to identify potentially relevant professionals for a given role, whether they have applied for a vacancy or not.

2 – Selecting the best candidates

This is a critical stage in the recruitment process and probably one of the most manual and time-consuming. You have to assess all the applications received and identify the people who should be interviewed, which involves reading CVs and analyzing different qualifications, experiences and skills.

Artificial intelligence technology makes it possible to extract and systematize relevant data on candidates and compare these profiles with the requirements of the job in question. In this way, recruiters can focus on the professionals with the greatest potential for the job, making the most of their time and resources.

3 – Assess the candidates

Artificial intelligence-based talent assessment tools are increasingly being used by companies. These solutions make it possible to use skills tests that are relevant to the job in question and automatically generate reports showing the candidates’ strengths and areas for improvement.

This can be customized and adapted to the needs of each company and each recruitment process, and can be integrated with other internal platforms to maximize efficiency.

4 – Help with interviews

There are already technologies that, during interviews, can analyze the candidates’ tone of voice, posture and facial expressions, allowing them to generate analyses of the professional’s verbal and non-verbal communication and even their level of emotional intelligence.

Combining this data with the content of the answers the candidates actually gave in the interview gives HR managers a more complete understanding of the professional – and whether or not they are suitable for the job.

5 – Improve the onboarding process

It is very likely that the professional’s experience at the moment of onboarding will shape their perception of the company over time. That’s why it’s so important to ensure a positive and satisfying experience. And here too, artificial intelligence can help.

Some tools make it possible for the welcome and initial training period to become more personalized and relevant for the newcomer, boosting their involvement with the teams and the company culture. In addition, AI is also beneficial in cases of large volumes of new hires, as it streamlines the organization’s onboarding procedures.

Advantages of artificial intelligence in recruitment:

As we’ve already seen, artificial intelligence is already helping many human resources professionals to recruit talent, since it allows them to..:

Reduce the time and resources involved in hiring professionals;
Reduce costs by automating manual tasks;
Improve recruitment performance by helping to find and assess candidates more efficiently;
Optimize the candidate experience, particularly by being more personalized;
Making processes more effective and scalable;
Provide important information and analysis for more accurate, data-based decision-making.

Although all these advantages are undeniable, the truth is that there are still some risks associated with using artificial intelligence in recruitment.

Some companies have already reported problems, usually related to the prevalence of bias. If machines are trained in a biased way, then they still won’t be able to eradicate unconscious prejudice, which is typically more associated with humans.

Other problems pointed out are that AI has difficulty understanding and valuing more unusual experiences or that candidates can manipulate the technology.

In this sense, it is essential to strike a balance between the challenges and obstacles that AI can clearly help to overcome and the importance of the human element that must continue to guide recruitment processes. After all, when we talk about talent, we’re talking about people.

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