Not long ago I read an interview with the CEO of LinkedIn (Daniel Shapero), which is one of the largest companies in recruiting personnel. First of all, it must be said that LinkedIn belongs to Microsoft Corp., and that it is already using the AI tools of this great group.
Mr. Shapero shows that AI is going to be a change, still unknown, that will affect all work activities in one way or another. And the hiring of workers is one of them.
Artificial intelligence (AI) is rapidly transforming the world of work, and staffing is no exception. AI is being used to automate tasks, improve efficiency and accuracy, and reduce bias.
AI can automate many of the tedious and repetitive tasks performed in the hiring process, such as reviewing resumes, scheduling interviews, and managing communication with candidates. This frees up recruiters to focus on more strategic tasks, such as evaluating candidates and building relationships with candidates.
AI can also help improve hiring accuracy. AI systems can analyze large amounts of data to identify candidates who are most likely to succeed in a given position. This can help companies reduce the risk of hiring candidates who are not qualified or who do not fit well into the company culture.
AI systems can analyze candidate data objectively, without unconscious biases that can affect humans. This can help ensure that all candidates, regardless of race, gender, ethnicity, or any other personal characteristic, have an equal opportunity to be hired.
In short, AI is also changing the role of recruiters, as is the case with LinkedIn. Instead of focusing on transactional tasks, such as reviewing resumes and scheduling interviews, recruiters are shifting to focusing on more strategic tasks, such as evaluating candidates and building relationships with candidates.
AI is being used in many different ways in recruiting. Some examples include:
- Automating resume review: AI systems can analyze candidate resumes to identify relevant keywords and compare candidates' skills and experience to job requirements
- Skills assessment: AI can be used to assess candidate skills such as critical thinking, problem solving, and social skills.
- Virtual Interviews: AI can be used to conduct virtual interviews with candidates, which can save companies time and money. But the person interviewed may have the unpleasant feeling that a “machine” is going to make the decision about hiring them.
- Data analysis: AI can be used to analyze large amounts of recruiting data to identify trends and patterns that can help companies improve their hiring processes.
For the company that hires, the benefits of AI appear clearly, but for the people to be hired, I think they may have the feeling that a “machine with a program and algorithms” is going to define their work and their future life. And I don't think I would feel very comfortable.
I consider that we are people who want to be treated as such, and I would not like to be interviewed by a machine, and for “it” to decide on my possible hiring.
I don't know, it's possible that I'm a little older and I like to be treated the way I treat others. I hope and pray that we never lose respect for humans !!!
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