Experiences are repeating themselves, and processes can no longer be done manually nowadays. AI technology has the potential to automate and streamline a hiring process, fulfilling various tasks such as analyzing resumes, standardizing steps, creating metrics, scheduling interviews, and – why not? – conducting a first round of questions to the candidate. All in the name of efficiency and objectivity.

The fundamentals are not incorrect. We all want to work harder and better, using the latest technology to meet the challenges ahead. While endowed with analytical superiority, AI can’t understand common sense, intuitive, and unpredictable situations as humans, nor does it replicate personal experiences, thoughts, and personality.

Among human resources professionals some are concerned that the use of algorithms in recruitment could “dehumanize” the hiring process in an area where people are at the heart of everything. They also point to the risk of good candidates falling by the wayside, which could mean a loss for an organization. Perhaps these are the main challenges of including AI in recruitment and selection processes. So how should we proceed? Will it be through new technologies yet to be developed and capable of mitigating these problems? Or should we go through a strengthening of the skills of those who hire, continuing to rely on the human touch?

Recruitment is not just about filling a vacancy. Recruiting is the beginning of a potential life project – professional, but also personal – for someone. A human and personalized approach must always be considered, as empathy needs to be transversal. For the company, it is also an opportunity to develop, from the beginning, the organization’s values with a potential new employee, looking for a match. Yes, recruitment has a lot of chemistry and lays the foundations for a commitment, which must be mutual, as in any relationship. 

In more specific areas, soft skills are equally important, and there is no technology able to validate them. A multi-step recruitment process, always led by human action, can still guarantee better results from day zero. This detail gains more importance in some industries and markets, such as consultancy.

In short, there are positive aspects to implementing AI tools in recruitment and selection processes, but practice tells us that theory has a long way to go. Until then, and because the sieve of technology can be bypassed – for example, if a candidate adapts his resume in the best way to the open position, using information and terminology adapted to it, he can guarantee an advantage – let us reaffirm the importance of the human factor.

Artur Madeira Lopes
Head of Talent Acquisition at askblue