What is AI?
Ar-ti-fi-ci-al- in-tel-li-gence (the; v(mm): artificial intelligence). The literal definition according to the Van Dale. Artificial intelligence is often abbreviated to AI. With AI a machine or a program can exhibit human abilities – such as reasoning, learning and planning. The intelligent behavior is programmed in a machine. From research It turns out that only 43 percent of the Dutch know that AI is related to algorithms. In short, AI makes it possible for technical systems to use algorithms to perform computations on data in order to generate valuable information.
AI and recruitment
Within the HR field, AI offers opportunities for organizations. Every day HR professionals must analyze an enormous amount of data and, based on that, make the right decisions. Think of data from online profiles, CVs to assessments. With AI, HR professionals can streamline the recruitment process by eliminating repetitive tasks and speeding up the hiring of employees.
How does AI in recruitment work exactly?
Within the industry is distinction made between ‘rule-based AI’ and ‘machine learning AI’.
Rule-based AI
This is artificial intelligence based on (pre-)established facts and rules. For example recruitment software that makes a preselection of online candidate information that fits the vacancy.
Machine learning AI
This is more complex, because AI, based on known human outcomes, 'learns' to predict these outcomes. Think, for example, of information about successful employees (outcome). Based on that, the algorithm goes through all the data to select potential candidates who have the greatest chance of success. It is less easy to find out how the AI arrived at the result. Most organizations use rule-based AI within the recruitment process.
It is the task of HR professionals to gather all the information at the beginning of the process. They must, for example, ask the right questions of suppliers and managers in order to make well-considered decisions. Think of questions such as: what is the AI output based on?
What are the advantages of AI?
Organizations that deploy AI in the recruitment process see the following four benefits:
1. Increase in productivity of the recruitment department
HR professionals can screen candidates more efficiently with AI, leaving them more time for strategic services .
2. Improves the cultural fit
With AI, the HR department ensures the right fit between the organization and the candidate. After all: AI can identify success factors of successful (permanent) employees and, based on the available data, screen potential candidates. In these interviews, the focus is on, for example, facial expression, choice of words, manner of speaking, and more. This can provide insights into behavior, soft skills, and learning ability.
3. Select objectively by ‘unbiased’ choice
From several investigate It turns out that people are biased. By using AI in the selection procedure, human bias decreases. In various sectors organizations – still- do not have a diverse workforce. Making unbiased judgments with the help of AI can lead to a more diverse and more inclusive workforce for your organization. A prerequisite for success, however, is that the AI is trained using a diverse and inclusive dataset.
4. AI extracts more value from all available data
You can use more available data to screen a candidate with AI. In addition to the information the candidate provides themselves, you can also use data from public social media profiles. HR professionals can use AI to screen thousands of CVs to select the best candidates and make the recruitment process more efficient. Yet the ultimate match between jobseekers and employers still remains a human decision.
