The world of work is constantly growing and evolving day by day. All this makes it important to be able to find the right balance between individual aspirations and business needs. In this regard, artificial intelligence is becoming increasingly important in the HR environment. This new emerging technology could in fact not only increase operational efficiency, but also offer several opportunities to ensure greater inclusivity and diversity within the company.
The aim of this article is to delve into the potential role of artificial intelligence in the vast world of HR, through an analysis of the possible opportunities offered by this synergy, the potential advantages that AI could bring in human resources and a case study on a company that has applied this new technological strategy.
HR: looking for a new approach to recruiting talent
With the number of candidates that continues to increase more and more every day, the problem of making quick and informed decisions arises. This requires a change in the method of recruiting candidates. But how does this recruitment usually take place?
The talent selection process is generally based on manual methods, where recruiters, through CVs and interviews, try to evaluate the ideal candidates for the company. This approach, although effective, had 3 main obstacles:
– length of the procedure
– it required a large amount of resources
– biases.
In this context, AI could offer several innovative and compatible solutions to solve the problems mentioned in talent selection.
Advantages of Artificial Intelligence in talent selection
1) Efficiency of the selection process: AI automates tasks considered repetitive (collecting CVs and managing applications), allowing recruiters to focus on more strategic and relational activities.
2) Reduction of bias: AI makes decisions more focused on skills and qualifications than on personal and subjective factors.
3) Better match between candidates and job positions: Artificial intelligence, through different comparisons it makes between candidates, increases the probability of finding the perfect person for the role you are looking for.
4) Predictive Selection: Based on historical data and past performance of similar hires, candidates are assessed who are most likely to succeed in a given role.
5) Immediate Responses to Application Questions: Timely communications and automated feedback on the status of applications, which significantly increase the company’s reputation and interest in its opportunities.
IBM and the use of Artificial intelligence to optimize talent selection
Having realized that the potential of artificial intelligence could transform the world of work, the multinational technology company IBM is taking action on this issue, deciding to implement a recruitment system based on this emerging technology, called “Watson Recruitment”, to optimize the hiring process.
Through this talent selection system, IBM wants to identify the most suitable candidates based on specific predefined criteria. All this through the use of advanced algorithms that aim to select CVs and applications in a targeted and objective way and taking into account some fundamental characteristics of the candidates, such as skills, experience and their development potential. In this way, artificial intelligence can certainly make recruitment within IBM more efficient, eliminating biases that often exist in these candidate selection processes. Through this technological strategy, IBM has reduced the time to recruit talent and diversified the traditional choice selection method. This innovative approach adopted by IBM can demonstrate how artificial intelligence could be a significant help in creating a more inclusive and representative workforce.
What to expect from the future?
The future prospects of AI in HR are extremely promising and set to further transform the way companies manage talent. AI will play an increasingly central role in automating and improving processes such as candidate selection, onboarding and performance management. In particular, AI will be able to analyze huge amounts of data to identify potential leaders and emerging talent within the organization, using predictive algorithms to suggest personalized career plans and development.
In addition, AI-powered chatbots will increasingly be used to answer frequently asked questions from employees, improving the efficiency of HR support and allowing HR professionals to focus on strategic activities. AI technologies will continue to improve diversity and inclusion through more objective and bias-free selection processes. Additionally, AI-powered sentiment analysis will help monitor employee morale and anticipate issues of job dissatisfaction.