The application of artificial intelligence in the departments of human resources could be a reality in a few years. The development of this technology is beginning to gain traction and there are already several examples in Spain of how advanced software can measure and even identify specific attitudes and emotions in candidates.
Companies need talent. A talent with very specific technical knowledge, but also, increasingly, with soft skills that until now only humans (in this case, recruiters) could identify and analyze in face-to-face interviews.
In this sense, there has been a jump from the predictions that the companies would make – thanks to the technological development – the online interviews to which, now, they point out that the machines will be responsible for carrying them out.
The examples, as we said, of how this new technology is being implemented in companies are myriad. As revealed by the director of the University Master’s Degree in Management and Human Resources Management at the Open University of Catalonia (UOC), Pilar Ficapal, some of these examples are found in companies such as the IHG hotel chain, which, in collaboration with the British company Cognisess, is experimenting with a machine that uses deep learning. It’s able to point out what are the most desirable characteristics of the candidates, based on the pattern shared by the most talented young employees of IHG in terms of their personality.
Others, such as Unilever, have already brought artificial intelligence to their recruitment processes in Spain and announced less than a year ago the introduction of a digital system where candidates complete a series of online games and advanced software develops a profile, taking consider values such as empathy or analytical capacity.
After that, the aspirants must be recorded on video, answering a series of questions, which is also analyzed by artificial intelligence. It is not until the end of the process, when the last selected interact with people.
However, the UOC expert points out that it is a “still very incipient and limited to large companies” revolution, so it could still take several years to be normal in small and medium-sized companies. In fact, according to a study completed last year, from the data of about 250 Spanish companies, only 23% admit having worked in the digitization of their human resources departments.
Another report published in 2017, which analyzes data from more than 300 companies in Spain and Latin America, reveals that, on average, the companies analyzed only allocate 1.5% of their budget for technology to solutions for these areas. However, its application is taking giant steps in that, according to Ficapal, the activities that can be automated not only “affects the least complex work”, but also “the most sophisticated knowledge tasks.”
It also suggests that it is exploring the extent to which artificial intelligence can adequately and quickly filter thousands of résumés, or substitute preliminary interviews with professionals who select candidates to avoid human biases.
Precisely, the HireVue company analyzes from the fluctuations of the temperature of the face to the words used by the candidates who record videos for job interviews. The objective, assess what they say and how they say it and choose the best ones for each company trying to avoid bias.
But the digitization of human resources departments goes beyond the selection of personnel. “Artificial intelligence is also incorporated into other functions of people management, such as automatic negotiation (hagglebots), conversational robots to improve communication, organization, and training (chatbot) or digital assistants to solve related issues with the administration,” says Pilar Ficapal.
Ultimately, the expert says that the use of information and communication technologies in human resources departments can “promote access, dissemination, use, and sharing of knowledge to develop and enrich all members.”
The above article was written and published in Spanish and has been translated into English. Click here to read the original article.
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