In this post we will elaborate you the Artificial intelligence in recruitment its advantages and Disadvantages.

Before we present the advantages provided by using Artificial Intelligence in recruiting, it is important that you understand what this technology is and in what areas it can be useful.

AI is a computer science tool that is responsible for storing data, analyzing them and operating actions, according to the records made in the software system. Still, this virtual product was born from the need to avoid cognitive failures in operational processes, resembling human intelligence.

The Artificial Intelligence is increasingly present in several areas. In health, in diagnostics and surgeries, in transport, in the manufacture of autonomous cars, in companies, both in the logistics part and in customer service with chatbot , among others.

In HR, it makes it possible to analyze and read data to optimize various processes, such as assessment, training, development of its professionals, in addition to the recruitment process. All this through the use of tools

How does artificial intelligence improve recruiting?

Artificial intelligence in recruiting comes into play in different parts of the process. Their contribution extends the capabilities of human beings to speed up their work and even find aspects of a candidate that would otherwise go unnoticed.

AI in the publication of offers 

The publication of offers is an activity that can be left in the hands of an AI. Either by being able to write the text in a detailed way and in a few seconds. Once carried out, multiposting publishes it en masse to the most important portals or those that interest the recruiter. Thus, the process is streamlined from start to finish.

However, to be even more effective, it is advisable to supervise the generated texts so that they adapt to the style that the company wants. In addition, errors, redundancies or incoherent phrases that may arise are limited.

It must be taken into account that, when AI is combined with recruitment and selection software , better results are obtained. A good program has more than 200 job portals and 400 universities . At the same time, it allows applications to be received automatically from applicants, which speeds up the process.

Reading and interpretation of CVs 

It is another important part of a recruiting process, which can take a long time. Until now, automation provided a very effective solution. A series of terms or keywords were searched to filter the resumes. However, the development of artificial intelligence with natural language processing (NLP) has marked a before and after.

It takes a human six seconds to read a resume, but an AI with NLP processes 600 in one second . The machine understands the texts, which it divides into its grammatical parts to extract the relevant aspects and summarize them. After this, the resumes are classified taking into account the indications of the job position, something that guarantees accurate results.

AI in Recruitment and Selection to classify candidates 

Artificial intelligence for recruitment is also applied in the classification of profiles. This technology groups profiles according to preferences, skills and any other parameter that interests the recruiter. After establishing them, the available candidate database will be filtered until the profiles that fit are found.

When the job is done, the recruiter receives a list of candidates who fit the search pattern entered. That is, AI is responsible for matching the company’s preferences and the resumes received .

Chatbots 

Chatbots powered by generative artificial intelligence offer surprising possibilities, especially as assistants. Depending on your needs, the recruiter can ask any questions he or she deems appropriate . By doing them, he will receive the information he has requested, which saves time on searches and other tasks.

For example, if you want to obtain data to prepare a report, the chatbot collects it from the database to which it has access . In a short time, accurate and true information will be available with which to make the relevant decisions. It is even useful to establish comparisons between candidates or see the prevalence of some skills over others.

Video interviews

AI in recruitment and selection is also effectively impacting delayed interviews. It is one of the aspects in which AI can be most developed in recruitment and selection .

An artificial intelligence that analyzes thousands of video interviews and, based on established criteria and parameters, selects the one who has done the best interview . It would be the greatest revolution.

Artificial intelligence in recruitment and selection

Also known as AI, artificial intelligence is present in many areas and can make life easier for everyone by automating what was only possible in person. Among the institutions in which artificial intelligence can be found are banks, companies, startups , and educational institutions.

And it’s also present where, for us, it’s already a natural thing, like Google‘s autocomplete bar.

In internal or external recruitment and selection , the artificial intelligence tool emerged through specialized platforms in careers and selection processes, created to automate steps that were previously tiring and ineffective.

With the use of these resources, professionals are able to be more agile and the chances of hiring the best profile for the position increase considerably.

Artificial intelligence is responsible for standardizing and transforming technical assessments into more objective and automated steps.

Furthermore, it is possible to build a consistent database, which does not discard any candidate, but only places them in a certain position in the ranking, according to the soft skills and hard skills requested by the vacancy.

This may be information that most candidates don’t know, but the resume registered on an artificial intelligence platform goes through several filters and then appears to recruiters with a synergy ranking order with the position.

Advantages of Artificial intelligence in recruitment

In a world of data, I ask you: does it still make sense to recruit only through paper resumes? The answer is definitely “no”. Of course, intelligent recruitment is not intended to exempt HR professionals from the selection process, but to assist them in more bureaucratic and operational tasks, leaving more time for them to focus on what really matters within the company: human capital.

Now, we’ll cover in more detail some advantages of using Artificial Intelligence in recruiting. Check out!

1-Greater assertiveness in candidate selection

A paper résumé will not provide specific information about behavioral skills, also known as soft skills—relevant to the position the candidate is seeking to fill. Thus, through Artificial Intelligence in HR, it is possible to obtain and analyze this data effectively, reducing errors in the recruitment process.

2-Reduces time and effort

Today, in a single software with data intelligence , candidates make their registration and carry out the assessment of their behavioral profile. The results are stored within the platform itself, enabling greater flexibility in the process and effectiveness in choosing the professional.

In this sense, with the help of the AI ​​in reading the algorithms, the time to carry out a recruitment and selection process can be reduced by up to 70%, identifying the behavioral characteristics in a complete report, obtained in a matter of minutes.

3-Improves candidate experience

With the domain of technology in all spheres of society, people want to see professional changes, just as they experience technological transformations in their personal lives. So, if today we open a bank account without having to leave the house, why can’t the same happen in the first stages of a selection process?

A complete management software allows, for example, the application of screening tests completely online, filtering out professionals who do not “match” the vacancy or who do not have the company’s cultural fit . Thus, the candidate does not need to travel, having financial costs with transportation and needing to be present in person at all stages of the selection process.

4-Qualified talent bank

Even if, during recruitment, a candidate is not selected for a particular position, this does not mean that he is not the ideal talent for future opportunities. Therefore, using a platform with data intelligence, all the history of tests and interviews carried out are stored with information and results.

Therefore, it is always possible to have an updated and qualified talent bank with possible candidates. Thus, the HR professional saves time in future recruitment.

5-Mass Feedbacks

A major dissatisfaction on the part of most candidates for a vacancy is the lack of feedback from the company regarding the progress of the selection process. Even though it is essential to offer this feedback, as it demonstrates respect and frees the professional to continue looking for other opportunities, it is a challenge for HR to respond individually to everyone.

However, currently most recruiting and selection software available on the market has the option of bulk feedback. Thus, the HR professional saves time and leaves no talent unanswered.

Disadvantages of Artificial intelligence in recruitment

1-More automated and less humanized processes

At the same time that the stages advance automatically, the candidate has less contact with the team that works in the company.

It is important to remember that it is not only the company that chooses the candidate, as the opposite also happens. When visiting the company during the selection process and seeing how everything works, even superficially, the person may or may not see themselves belonging to that team and this can be decisive, if they need to choose between more than one job offer.

2-Little objectivity in behavioral assessments

Even with all the possible tests to assess the professional’s technical skills, when we talk about selection based on competences , the results are not always objective.

After all, responses can be manipulated and people may not be as transparent as the system and company would like. Therefore, behavioral interviews are essential in an era in the labor market where cultural fit and real skills can often count for more than the diploma itself.

3-Selection failures

It is obvious that machines also make mistakes, even though they are considered intelligent, so that they run efficiently. your filters need to be properly powered.

Artificial intelligence for recruitment does not replace human work

This artificial technology is applied to companies only to support the recruitment process and improve its management, not to replace the HR worker. This department is known for the gentle and humane treatment they give to workers and applicants, something that recruiting software will not be able to achieve .

Artificial intelligence for recruitment improves the talent search management process for companies. Making the human resources department have less workload, therefore, more time that can be spent strengthening relationships with employees. This situation benefits the productivity of the company and helps to have a better work environment.

The talent search process has never been so effective in companies since artificial intelligence arrived for recruitment. This software helps your company find the right person who meets the profile you are looking for, in a very short time and effectively.

Artificial intelligence came to companies to reinvent the recruitment process, automating all the search and selection work, which was previously one of the processes that took the most time and work to carry out. Don’t wait any longer and apply this innovative technology to improve the proactivity of your company and reduce workloads without leaving professionalism aside.