Recruitment, AI and people: a compatible trio? – EconomyMorning

Some tend to think that human management and AI are hardly compatible in the long term at the professional level. Is it true ? We cannot say it enough: people are the wealth of a company. Without their skills and their daily presence in the office, nothing gets done. But what are the possible limits of AI? How can we systematically put people at the center of recruitment? Enjoying the benefits of AI It is necessary to move forward with the times. All the new technologies put in place make our daily lives easier. Artificial intelligence brings us significant advantages for example: saving time (which we can use to manage more projects), increasing efficiency and responsiveness, increasing visibility (less formality, more speed), communicating simultaneously with the whole world (information is transmitted in record time, less paper is used and the results are felt more quickly while remaining qualitative), keep informed in time of current recruitments and develop employer brand and make a company known more quickly. This artificial intelligence has greatly helped us during the last two confinements, let us remember. Even if it will never replace human contact, it has allowed us to keep the bond even though we were all apart. Couldn’t we use AI to progress and give humans the place they deserve? After all, people are at the center of everything, even at the center of recruitment. People, at the center of everything The role of HRDs is increasingly important within companies. This was all the more proven this year (confinement, teleworking, professional and human support for employees). Couldn’t AI, via the digitization and automation of many work procedures, help HR departments to save time? In this way, it is easier to spend time with employees to support them in their skills development. Despite all the new technologies put in place, humans will always come first. These technologies are created by humans for humans. Whether we like it or not, fortunately they have their limits. Take the example of recruitments: we have many tools with which we find quality CVs and this quickly (most of the time). The visios help us make a first contact and move forward in the recruitment process, which is great. However, nothing replaces a physical interview, and it is generally the continuity of virtual interviews. It is important to meet, to exchange, to have access to elements which are difficult to define in video (non-verbal communication, candidate behavior, ability to communicate face to face). A physical presence (recruitment interviews for candidates or individual interviews for employees) is essential. It helps to create a bond, generates a relationship of trust and even allows the employer to gain visibility. All these exchanges strongly contribute to the employer brand of a company. Remember, employees / candidates carry us and make the reputation of a company, they are our first ambassadors. AI is kind of a quick introduction that will allow for continuity in relationships. The automation of recruitment processes is a real benefit because the time savings can then be used to develop human relationships. Initially paradoxical elements, could we not use AI to “humanize” recruitments? Use AI to “humanize” recruitments? How to humanize recruitments via 100% technological, digital and digitized products? People will always remain at the center of recruitment. Tools such as visio, digitization, job boards, this ability to have access to information so easily are only an introduction to meet candidates during recruitment. Candidates are more comfortable, less stressed and give the best of themselves because they remain natural. This first transition is ideal because firstly, we better understand the personality of the candidate. Second, the bond is established in a less formal way and finally, a relationship of trust is built from the start. Everything has a link: the AI ​​was already present but the confinements only reinforced it. The recruitment process continued and through these candidates and recruiters established a human link (by hearing from each other) and a professional link (by discussing the position to be filled, the skills required). Following this first filter, the process can continue if both parties are interested. It is then a question of meeting in the premises, of making a joint walking, of discussing around a coffee. Let’s not forget that hardskills can be verified through diplomas, experiences or technical tests. For soft skills, human exchange is essential. Candidates often speak of a “feeling” they have or not with the recruiter, it is a major component of the recruitment process and it can hardly be done via a virtual interview. Human exchange reassures and confirms a decision. As the robot cannot replace humans 100%, AI cannot replace the social bond between people. In the same way that opposites attract, could we not assume that AI and human relations can form a beautiful pair for more efficiency and fulfillment? All economic, health or other crises prove to us that people are at the center of everything, at the center of life, at the center of decisions, at the center of recruitment. Over the years, all the novelties have been created by men to make people’s lives easier. AI is a collection of useful technologies that help men and women to excel in their fields on a daily basis. You might as well use it.

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