Artificial intelligence consolidates to select candidates

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

As we have read repeatedly, new technologies have come to revolutionize the processes of attraction, selection, loyalty and development of business talent. One of the technologies that has burst in with more force in the HR landscape is Artificial Intelligence (AI), which the SAR defines as "scientific discipline that deals with creating computer programs that execute operations comparable to those performed by the human mind, such as learning or logical reasoning."

Now, it is the newspaper El País that, in a recent article, analyzes the pros and cons of this methodology as a recruitment tool. This formula, says the article, has already been employed in companies such as Telepizza, Prosegur, Porcelanosa, Five Guys or Securitas Direct, among others.

The newspaper also refers to the Alcampo supermarket chain, which has recently incorporated a virtual sommelier that offers the customer the most suitable wine for each type of food. The article also cites the Estonian case, where a robot judge has been designed that can handle small trials.

"Artificial Intelligence changes everything and also the way of hiring workers in companies. Models of personnel selection with video interviews and questionnaires that qualify an algorithm to classify the most appropriate candidates for each vacancy have become strong in Spain."

In this regard, one of the sources cited in the article, the director of Easycrue, Beatriz Zabalegui, points out how "the coach saves time and the candidate values ​​the system because the public is increasingly accustomed to recording on social networks and being able to choose the place and time to do it is a plus."

In Easycrue, they have developed an AI algorithm applied to video interviews that suggests the best profiles thanks to an automatic analysis of criteria such as verbal content, prosody, and expression gestural.

"Now those in charge of the selection process can evaluate and classify the interviews in order of interest and not in chronological order," adds Zabalegui.

More and more companies join the trend, especially, the article points out, those "that manage a high volume of applications and in which selecting the right candidate consumes a lot of time and resources."

The article also makes it clear that the application of AI in selection processes is a field that can still be explored: "Another point where work is being done is the pre-selection of candidates based on keywords and their correlation with experience , capabilities and traits, is called prefiltered curriculum or screening." And it also cites some of the dangers that arise with the use of algorithms based on artificial intelligence, such as "the data used to select personnel are biased and show discrimination" - something that in the United States LinkedIn tries to avoid through of the use of machine learning, "a tool that works with anti-gender criteria, such as the choice of the optimal candidate regardless of gender, and that helps companies not to discriminate candidates for possible subjective opinions of personnel selectors."

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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