The potential of artificial intelligence (AI) applications in the world of work tomorrow is both exciting and frightening. Yes, the employment-related AI is scary, but it also brings solutions for the future. What are the real risks of artificial intelligence? Is AI a threat to employment? How can AI positively transform the human resources industry? There is a myth around artificial intelligence: very complex to create and manipulate, it would be reserved for a handful of enlightened scientists. In reality, it only takes a few basic
programming skills to create a very simple AI. Today, more and more developers want to learn about AI and its different verticals. AI is becoming more democratic.
Another myth is that AIs could go out of their way to take power over the human race. Let’s be clear, AIs are programmed to be autonomous and effective in the tasks they are given, and only these. Primarily geared towards performing repetitive tasks, AIs are still far from being able to think like us. Will AI lead to massive job cuts? Most studies corroborate that many trades are doomed to disappear. However, many new jobs requiring AI skills will also see the light of day: data scientist, language programmer, etc.
Jobs will also be created around skills needed to manage and maintain AI, prevent risks associated with the use of personal data, improve communication between humans and machines. In innovative tech recruitment, AI can make very positive changes to our societies, provided that it is used ethically and cautiously, especially in the area of human resources that primarily affects people.
Here are 4 major changes that artificial intelligence brings to our business:
1) Find the right developer for the right job, instantly An increasingly complex set of skill criteria is now a developer’s portfolio. Mastered technologies, localization, soft skills, active or passive search, are all information that deserve to be intelligently processed to allow the best “matching” between the candidates and the posts to be filled, in real time.
The time saved for both the recruiter and the candidate is considerable when the profiles most likely to match an offer are automatically matched.
2) Reducing cognitive biases An AI can not be influenced by information about the social status, gender, physical aspects or origins of the candidates. Similarly, unlike humans, it can not arbitrarily feel a “feeling” for a candidate, up to positively or negatively influence the outcome of recruitment. The probability of discrimination is considerably reduced.
3) Improving the candidate experience AI can make a difference with robots that can assist and encourage candidates throughout the hiring process. A collection of wishes and an automated planning of the different phases of the recruitment process (interviews, technical tests) are also determining recruiters side. RNs are always available if candidates or recruiters need information or help. However, for both of them, maintaining several hiring processes in parallel is exhausting. By allowing candidates to speak only to one intermediary, an artificial assistant greatly simplifies communications.
4) Adaptive technical tests Today, we observe a great disparity in the formations that lead to the profession of developer. An AI is able to analyze how a programmer has completed his technical test to obtain information to guide the rest of the test, to adapt the content and qualify skills faster.
The goal? Get shorter, more relevant tests. The AI is useful for comparing the results of the completed test and proposing an assessment for an overall reference population. Artificial intelligence will structurally change the world of work. In the recruitment and human resources sector, which is above all based on a key factor, the human, if clear benefits can already be glimpsed, let us remain vigilant about what we will entrust to robots. Let’s continue to use artificial intelligence as a decision-making tool among others, keeping the guard of ultimate human decision-making.