Utilizing the Artificial Intelligence in the Human resource sector tends to speed up the production processes and to dedicate more time to the human aspect of the work. Artificial Intelligence and Workbot can make the difference in the pre-selection activities by means of automated verification of the curricula and profiles contained in databases. They are efficient tools for planning and performing virtual interviews, as well as valid instruments for carrying out a semantic analysis of the curricula.
Statistically, a recruiter just looks at a very short percentage of CVs and it takes a great time to match the hard skills requested with the verification of the basic characteristics of the ideal candidate (age, educational level, experiences) at the expense of the soft skills, which are a discriminating factor in the hiring process.
These new tools have some positive aspects. From a recent Linkedin research (Global Recruiting Trend) performed globally, 67% of professionals see the artificial intelligence as a means to save time, 42% of professionals believe it can fight common human prejudices and for 31% picking the best candidate is easier with artificial intelligence.
.01HIGHLIGHTING THE QUALITY OF CANDIDATES INSTEAD OF THE QUANTITY OF RESUME TO SELECT
.02OPTIMIZING THE RESOURCES IN THE AUTOMATIC SEARCH FOR CANDIDATES AND IN LISTING THE VALID PROFILES
.03MAKING THE CV SELECTION EASIER ACCORDING TO SPECIFIC CRITERIA AND CHARACTERISTICS WITH A COMPATIBILITY PERCENTAGE BASED ON THE DEFINED SEARCH CRITERIA
.04COLLECTING INFORMATION BY A PROACTIVE INTERACTION WITH THE USERS
.05DIGITALIZING THE RESUME FOR AN IMMEDIATE INCREASE AND UPDATE OF THE DATABASE
.06ENSURING AN ADEQUATE MATCH BEWTEEN THE CANDIDATE AND THE IDEAL PROFILE REQUESTED BY THE COMPANY
.07PLANNING A PRELIMINARY INTERVIEW THROUGH A DIGITAL IDENTITY ANALYSIS (FACIAL RECOGNITION, FACE MIMICS, VOICE TONE, SPECTRAL ANALYSIS, REACTING TIMES, ETC.) IN ORDER TO GIVE THE RECRUITERS USEFUL INFORMATION ON THE SOFT SKILLS DURING THE FINAL INTERVIEW