Is AI used for staff selection?

The Work Book, an e-book prepared by him Michael Page in alliance with Great Place to Work, shows that only 3 in 10 companies have this strategy in place in their hiring processes, enabling them to set diversity goals through artificial intelligence.

“Artificial intelligence is revolutionizing the selection process, affecting the scope of the HR field and their response times. One of the most relevant aspects is the ability to analyze a large amount of resumes, finding a match between the soft and technical skills required by the position and described in the resume. In this way, it makes the first stage of pre-selection more precise, faster and impartial,” said María Gabriela Fábrega, Michael Page’s manager for Panama and Central America.

With these tools, recruitment teams can have more qualified candidates and check relevant aspects such as cultural fit of profile and organization, foreign language skills and soft skills.

Fábrega specified that the integration Artificial Intelligence improves the candidate experience during the hiring process as chatbots can interact with candidates online to answer frequently asked questions, provide updates on the status of their application, and provide insight into company culture and values.

“This helps candidates feel more informed and engaged during the selection process,” he added.

Work Book noted that approximately 98% of Fortune 500 companies rely on this technology to speed up their hiring processes. The e-book also cites a study by iCIMS, a cloud HR and recruiting software company.

The survey shows that 47% of companies already have some kind of technology that helps them reduce unconscious biases in their selection processes. And of the remaining 53%, a third plan to do so.

However, it is clear that the use of this technology is a challenge that needs to be approached responsibly, as it does not eliminate human intervention, but only aims to facilitate the arrival of a larger number of candidates and that the first stage filters take place in a shorter time. .

The workbook indicates that it is important to consider three aspects to get this tool in the right place. First of all, it is important to understand that artificial intelligence is not standardized. That is, there is no definition a universally accepted approach to how its performance is measured.

This can lead to different evaluators using different criteria and methodologies, making it difficult to objectively compare and evaluate candidates.