3 AI applications to help you recruit 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 allows us to consult content that better suits our personal tastes and desires. This trend has spread to the professional sphere, sometimes revolutionising 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 this kind of 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 all the techniques and technologies used to develop complex programmes that simulate human intelligence.

Artificial intelligence and recruitment

Whether in our personal or professional lives, AI is now everywhere and is becoming increasingly popular in the recruitment sector. This success can be explained by 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,
• checking qualifications, 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 best-qualified, most successful candidate. To achieve this, predictive recruitment consists of predicting the success of a recruitment as far as possible from a performance point of view.

There are two main indicators for this type of recruitment:

• the performance of people already in post, i.e. the time taken to complete tasks and the percentage of objectives achieved;
• what HR data the people already in post have, 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 perform best, and will make it possible to hire someone reliable who will deliver good results for the company.

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

AI and augmented recruitment

Augmented recruitment analyses the candidate's profile to match a job vacancy 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.

👍 Key point: the 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 using precise data. It is therefore logically more commonly used for recruiting for technical positions requiring specific skills.

👎 Weak point: augmented recruitment does not allow human skills to be assessed, 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, because they determine exactly what a candidate's personality is and whether it is 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 the job interview, it can analyse :

• rate of speech
• the richness of vocabulary
• a candidate's 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 is their own answers that will be decisive for what happens next.

👎 Weakness: Candidates don't really know what they are being assessed on, and someone who is not at ease speaking can be heavily penalised even if they are not at ease.Someone who is not comfortable speaking can be heavily penalised, even if they have the skills the company is looking for.

Why should a recruiter use AI?

How does AI sort CVs? Sorting applications made easy

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

1. The software will analyse all the candidates' CVs, sorting and presenting only those that are relevant to the post to be filled.
2. The algorithm for filtering information such as qualifications, 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 difficulty for recruiters, especially when the volume of recruitment is high. AI helps by facilitating the initial sorting process, allowing the recruiter to concentrate on finding the ideal talent.

Presenting the information in a clear, intuitive way will also make it easier for the recruiter to see the whole picture, so that they can concentrate on their 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. AI will eliminate these prejudices and guide the recruiter in his 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,
• chasing up candidates
• or scheduling interviews.

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

By automating these tasks, recruiters can save precious time and concentrate on the strategic stages of recruitment, in particular analysing profiles and interviewing candidates.

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

AI, like any technology, has its limits and flaws. This is why AI must remain a tool and a support for the recruiter and never replace his work.

The main shortcomings of AI are

• lack of diversity by 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 dehumanising the recruitment profession if the recruitment process has been entirely automated by AI.

Gestmax, innovative software for managing your recruitment processes

Gestmax is 100% SaaS recruitment software that can be fully configured to meet your recruitment needs. You benefit from a comprehensive tool that lets you automate all your tasks so you can concentrate on what's really important: finding the right talent.

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