Post by account_disabled on Feb 18, 2024 10:38:06 GMT
Technology has invaded many aspects of our lives, from the way we interact to how we work. There are more and more areas in which innovation has sought to "optimize" or make manual processes more efficient. An example of this is recruitment with Artificial Intelligence (AI), which has gained a lot of strength in the field of talent acquisition.
The process of "technologization" in the ways to choose personnel or find employment has not been gradual as expected, since by 2020, in our country alone, 11.4 million young people used Internet job platforms or exchanges to get a job. employment. In addition, with the pandemic derived from COVID-19, remote selection was accelerated, since the interviews and agendas of the recruiters were streamlined.
Likewise, with this new dynamic, physical borders were no longer an impediment to the formation of international teams. And, although the advantages of this seem to be many, the truth is that including AI in procedures where a person's abilities are analyzed and evaluated is a matter that requires certain considerations.
What i recruitment with Artificial Intelligence?
Talent selection—the process by which new collaborators are chosen—considers two points. The first is recruitment, in which the profile to be filled is opened, this is carried out both internally and externally, in the latter it is in which publications or notices about the vacancy are used, and which today is carried out through platforms dedicated to this, which increased fivefold in just 10 years.
After this, comes the selection, in which interviews are carried out to meet and identify the most suitable candidates for the position. According to Esan Business , for this step you must have "an established protocol (start, development and farewell) that helps in the analysis and final decision-making", simulation processes and evaluation of the applicants are integrated here.
recruiting with artificial intelligence recruiter
So taking into account the demand to adequately fill a vacancy, up to 30 business days are often required . However, this is not usually the case for a large number of companies that urgently need to have personnel, it is at this moment when recruiting with Artificial Intelligence appears as a way to streamline this procedure and even make it transparent.
This implies saving time when choosing CVs, since thanks to technological tools it is possible to discriminate which profiles are the ones Middle East Mobile Number List that suit the offer. As indicated by Mauricio Reynoso, director of the Mexican Association in Human Resources Management, this can reduce the hiring time to 24 hours .
The use of technology for recruitment has accelerated, there is greater precision in the match between the candidate and the position profile. "It allows you to better filter who meets the requirements of a position to have a more targeted interview with professionals who better meet the characteristics of what you are looking for and costs are reduced."
Mauricio Reynoso, director of the Mexican Association in Human Resources Management.
Although there are advantages, there is also the perfectibility of the systems that, being introduced so recently, continue to improve. This is according to some studies in which it has been found that a failure can take away a job opportunity from someone qualified.
Failures in innovation
According to El Economista , the University of New York (UNY) carried out a series of tests on two recruitment platforms with Artificial Intelligence, concluding that they present basic flaws in terms of their functions, since there were inconsistencies in their results depending on the format of the CV and errors in your data linkages.
The software evaluated: Crystal and Humantic AI, had evidence of mistakes that could be key during recruitment, because "score changes were found in several participants, that is, in people who longed for the job for which they applied." ». The above supposes a dichotomy that confronts the effectiveness and reliability of these mechanisms.
The process of "technologization" in the ways to choose personnel or find employment has not been gradual as expected, since by 2020, in our country alone, 11.4 million young people used Internet job platforms or exchanges to get a job. employment. In addition, with the pandemic derived from COVID-19, remote selection was accelerated, since the interviews and agendas of the recruiters were streamlined.
Likewise, with this new dynamic, physical borders were no longer an impediment to the formation of international teams. And, although the advantages of this seem to be many, the truth is that including AI in procedures where a person's abilities are analyzed and evaluated is a matter that requires certain considerations.
What i recruitment with Artificial Intelligence?
Talent selection—the process by which new collaborators are chosen—considers two points. The first is recruitment, in which the profile to be filled is opened, this is carried out both internally and externally, in the latter it is in which publications or notices about the vacancy are used, and which today is carried out through platforms dedicated to this, which increased fivefold in just 10 years.
After this, comes the selection, in which interviews are carried out to meet and identify the most suitable candidates for the position. According to Esan Business , for this step you must have "an established protocol (start, development and farewell) that helps in the analysis and final decision-making", simulation processes and evaluation of the applicants are integrated here.
recruiting with artificial intelligence recruiter
So taking into account the demand to adequately fill a vacancy, up to 30 business days are often required . However, this is not usually the case for a large number of companies that urgently need to have personnel, it is at this moment when recruiting with Artificial Intelligence appears as a way to streamline this procedure and even make it transparent.
This implies saving time when choosing CVs, since thanks to technological tools it is possible to discriminate which profiles are the ones Middle East Mobile Number List that suit the offer. As indicated by Mauricio Reynoso, director of the Mexican Association in Human Resources Management, this can reduce the hiring time to 24 hours .
The use of technology for recruitment has accelerated, there is greater precision in the match between the candidate and the position profile. "It allows you to better filter who meets the requirements of a position to have a more targeted interview with professionals who better meet the characteristics of what you are looking for and costs are reduced."
Mauricio Reynoso, director of the Mexican Association in Human Resources Management.
Although there are advantages, there is also the perfectibility of the systems that, being introduced so recently, continue to improve. This is according to some studies in which it has been found that a failure can take away a job opportunity from someone qualified.
Failures in innovation
According to El Economista , the University of New York (UNY) carried out a series of tests on two recruitment platforms with Artificial Intelligence, concluding that they present basic flaws in terms of their functions, since there were inconsistencies in their results depending on the format of the CV and errors in your data linkages.
The software evaluated: Crystal and Humantic AI, had evidence of mistakes that could be key during recruitment, because "score changes were found in several participants, that is, in people who longed for the job for which they applied." ». The above supposes a dichotomy that confronts the effectiveness and reliability of these mechanisms.