3 AI applications to make your recruiting easier and find the best candidates

Artificial intelligence has been part of our lives for several years now, and continues to develop, as demonstrated by the success of ChatGPT. Our use of AI in the private sphere enables us to consult content that better suits our personal tastes and desires. This trend has spread to the professional sphere, sometimes revolutionizing the way we work.

This is particularly true of the human resources professions, which have been undergoing significant change in recent years. But what are the real advantages and disadvantages of applying such technology to the recruitment profession? How can AI be used in recruitment? Answers and practical solutions in this article.

What is artificial intelligence?

Definition

Artificial intelligence, or AI, refers to the set of techniques and technologies that enable the development of complex programs simulating the traits of human intelligence.

Artificial intelligence and recruitment

Whether in our personal or professional lives, AI is now everywhere, and is becoming increasingly trendy in the recruitment sector. This success is due to its ability to process data quickly and objectively, to help recruiters select the best candidates for a given vacancy, for example. It will also enable :

• workflow automation,
• semantic analysis of CVs,
• profile scoring,
• diploma verification, and much more!

AI can also be combined with machine learning, enabling this technology to evolve continuously.

The 3 main application models for AI in the recruitment sector

AI and predictive recruitment

The main challenge in recruitment is to hire the most qualified and successful candidate. To achieve this, predictive recruitment consists in predicting the success of a hire as far as possible, from a performance point of view.

There are two main indicators for this type of recruitment:

• the performance of existing employees, i.e. task completion times and the percentage of objectives achieved;
• what are the HR data of people already in post, with commitment, personal involvement and success rates.

👉 All this information comes from tests that employees have to answer. Once this information has been obtained and the indicators defined, all the company has to do is set a threshold that candidates have to reach in order to be selected.

👍 Strong point: this type of recruitment will make it possible to know, in advance, which candidate will be the best performer, and will make it possible to hire someone reliable who will deliver good results for the company.

👎 Weakness: predictive recruitment based on the algorithm will tend to select profiles close to those present in the company, and therefore, will not encourage the arrival of new profiles and more diverse personalities.

AI and augmented recruitment

Augmented recruitment analyzes the candidate's profile to match a job offer or the typical profile of employees in an equivalent position. Based on all this data (experience, profession, skills, etc.) AI will be able to provide a probability of compatibility or matching between the profile and the position to be filled.

👍 Highlight: a major advantage of this type of AI application is that it enables candidates to be sorted on the basis of concrete, factual data. This so-called "augmented" recruitment will enable candidates to be rated objectively thanks to precise data. It is therefore logically more widely used for recruiting technical positions requiring precise skills.

👎 Weak point: augmented recruitment does not allow for an assessment of human skills, so you need to keep this in mind if you want to build a close-knit, complementary team.

AI and personality recruitment

Personality recruitment helps you learn more about people skills, commitment to the company and softskills. Personality tests are all the rage in the recruitment world, as they determine exactly what a candidate's personality is, and whether it's a good match for the job and the company culture.

The vast majority of these personality tests are written or MCQ tests, but a growing number of companies are now using AI to obtain more in-depth analyses of the candidate.

During job interviews, for example, AI can analyze :

• speech rate,
• vocabulary,
• intonation,
• facial expressions and body language.

👍 Strong point: candidates are on an equal footing with regard to the questions asked, they all answer the same questions and it's their own answers that will be decisive for what happens next.

👎 Weakness: Candidates don't really know what they're being assessed on, and someone who isn't at ease with oral communication can be heavily penalized.oral skills can be severely penalized, even if they possess the skills the company is looking for.

Why should recruiters use AI?

How does AI sort CVs? Sorting applications made easy

Identifying interesting candidates is a long and tedious process, and AI will save a lot of time in this area thanks to predictive sourcing.

1. The software will analyze all candidates' CVs, sorting and presenting only those that are relevant to the position to be filled.
2. The algorithm for filtering information such as diplomas, skills and experience will quickly identify the most suitable candidates, with a fairly low margin of error.

Talent identification

Finding the right talent for the job is a major challenge for recruiters, especially when recruitment volumes are high. AI helps by facilitating the initial sorting process, allowing the recruiter to concentrate on finding the ideal talent.

The intuitive, clear presentation of information also facilitates the recruiter's overall vision, enabling him to concentrate on his added value, i.e. the human dimension.

The objectivity of AI

A recruiter can sometimes choose the wrong candidate because of certain prejudices or biases, but AI will eliminate these prejudices and guide the recruiter in his or her decision-making.

AI and the automation of administrative tasks

One of the concrete applications of artificial intelligence in recruitment concerns the automation of administrative tasks, which are often time-consuming for recruiters.

AI makes it possible to automatically manage a large number of recurring actions, such as

• sending acknowledgements of receipt,
• follow-ups with candidates
• or scheduling interviews.

These functions are integrated directly into certain recruitment software packages, making it easier to keep track of applications.

Automating these tasks saves you, the recruiter, precious time, enabling you to concentrate on the strategic stages of recruitment, such as analyzing profiles and interviewing candidates.

What are the limits of AI at our current level of technology?

AI, like any technology, has its limitations and shortcomings. This is why AI must remain a tool and a support for the recruiter, and in no way replace his or her work.

The main shortcomings of AI are

• a lack of diversity in recruiting similar profiles (clone profiles),
• a risk of discrimination in recruitment based on level of education, gender or ethnicity...
• unreliable recruitment due to biased data on the part of the company
• a risk of dehumanizing the recruitment profession if the recruitment process has been entirely automated by AI.

Gestmax, the innovative software for managing your recruitments

Gestmax is 100% SaaS recruitment software, fully customizable to your recruitment needs. You benefit from a comprehensive tool that will enable you to automate all your tasks, so you can concentrate on the essentials: finding the right talent.

Gestmax natively integrates artificial intelligence and covers the entire recruitment process, from the creation of the offer to hiring and integration.