Hands-on Applications of AI in HR

Hands-on Applications of AI in HR

Having to limit data collection implies that recruiters should now prioritise the quality of quantity data. Skills called "Soft Skills" have become increasingly crucial for evaluating candidates. These are quite difficult to assess with conventional tools. It is in this context that recruiters can rely on a new perspective, i.e. Artificial Intelligence.


What is Artificial Intelligence?


Artificial intelligence can be defined as the ability of technology to reproduce activities that are considered belonging to a human being, such as solving problems or conducting a conversation. That is why it is called "intelligence."


In other words,  it is the stimulation of human intelligence processes such as learning, reasoning and self-correction by machines, especially computer systems.


While artificial intelligence is often perceived as a threat in the sense of being able to replace human beings in certain ways, it can also have a strong added value. In fact, for the companies that seek to attract quality talent or have to analyse a large number of applications, Artificial Intelligence can be of great help.


However, this concept and its applications are still largely unknown to human resources professionals. To understand them better, here are several domains that currently use Artificial Intelligence in the HRM sector:


 CV analysis


Along with the ATS (Applicant Tracking System), Semantic analysis technologies such as Textkernel allow extracting the relevant information from the candidate's CV. The use of this technology greatly improves the candidate's experience since he will not have to re-enter his data in the application form. Once the CV is loaded in the candidate space, its information is extracted directly and compiled in the application form. The candidate will only have to verify and validate their data. The application process is thus facilitated and optimised.


As for the recruiter, this technology allows you to extract the information you need without reading the entire curriculum. This is a significant time saving when you receive hundreds or thousands of resumes per month.


Focused advertising


Focused advertising is based on the purchase of online advertising space. It allows a very precise focus. Therefore, job offers are provided to people who can match the search criteria, according to their Internet browsing, their profile and their online activity.


Social networks such as LinkedIn or Facebook Jobs offer this feature. They have an impressive amount of data collected about their members that allows this ultra-precise targeting. For example, LinkedIn enables recruiters to boost the ad by presenting it to people looking for equal or similar positions.


Electronic evaluation


Electronic evaluation is based on predictive recruitment and Artificial Intelligence. Solutions like Assessfirst have appeared in the recruitment market in recent years. They allow them to send personality tests to candidates to identify their social skills and establish a very precise profile.


These tests are developed by psychologists and offer a reliable analysis based on artificial intelligence. During the interview, candidates make sure to give an idealised image of their personality to meet the expectations of the position. During a predictive recruitment test, it is very difficult to skew the results that are based on Artificial Intelligence. According to the studies, only the interview has a predictive capacity of 30% compared to 60% with electronic evaluation.


Therefore, companies have every interest in relying on these types of tests to recruit profiles corresponding to their search criteria. They can avoid hearing errors and help in decision making. Finally, electronic evaluation is also positive for the candidate's experience, with its playful and innovative side.




Gamification is to use the game principle in a context that is not normally related to games, such as recruitment.


With gamification, you can analyse the cognitive and emotional abilities of candidates, such as problem solving, teamwork, perseverance, feedback, etc.


Companies like Unilever are using this technology in the candidate evaluation phase. In fact, the company receives millions of applications every year and has launched a digital recruitment process to detect the best talent. This innovative concept combines a series of online games sent to candidates and video interviews.


Gamification is particularly appreciated by millennials looking for an innovative and digital experience when they apply. 


Communication with the candidates


The "chatbot" or the "virtual conversation agent" based on artificial intelligence is also in full development in HR. Integrated into business career sites, robots can inform candidates and guide them in the recruitment process. Playful, instantaneous and innovative, they significantly improve the candidate's experience. They also save time and gather more qualified candidates because candidates are better informed about positions and recruitment policy. Also, the chatbot is available 24 hours a day.


Verification of diplomas and references


Another area of ​​application for Artificial Intelligence is the verification of the Diploma. Today, it is very little used by recruiters, but it could be very useful in the context of recruitment for key positions.


Through companies like VerifDiploma, you can verify the authenticity of your candidates' diplomas. The advantages of this technology are numerous: the fight against fraud, the limitation of risks and the protection of the image of society.


We could go further checking the references of the candidates. For example, candidates could receive a form where they provide the contacts of references and authorise the company to conduct a check. The system would automatically send a questionnaire/ form to these contacts and the information collected would be centralised directly on the candidate file of your ATS.


So everything comes down to the apocalyptically-eternal question, will AI replace humans in HR? Well, the answer is yes, it will definitely take away several jobs. However, it will also be an enabler to the creation of new roles and facilitation of clerical duties and functions.




Prof. Raul Villamarin Rodriguez is an Assistant Professor at Universal Business School.


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