How to Become an Augmented Recruiter

The augmented recruiter seeks to increase their chances of hiring the ideal candidate, which remains one of the most important aspects of business development.Facing an unstable and highly competitive environment, it becomes essential for an organization to surround itself with talent capable of handling the many challenges and changes ahead.What if we could now equip ourselves with intelligent tools to free up time?Focus on talent management and improving HR processes rather than sorting through resumes?What if integrating artificial intelligence into recruitment could help avoid hiring mistakes and focus on the most qualified candidates?In this article, we'll explain how to become an augmented recruiter.

The Augmented Recruiter's Tools

The augmented recruiter seeks to drive company growth through recruitment. They ensure they continuously increase the organization's competitiveness by selecting tomorrow's talent.Today more than ever, their goal must be to hire better in order to limit turnover and disengagement of newly onboarded talent. By automating certain tasks with AI, the augmented recruiter can spend more time developing a "candidate persona" and improving the candidate experience during recruitment and interviews.To make the best use of the powerful tool that is artificial intelligence, the augmented recruiter must have very specific objectives that are part of the HR strategy aligned with the company's overall strategy.

Augmented Recruitment

The goal of augmented recruitment is to save time by telling the machine what the ideal candidate looks like. Based on these predefined criteria, the AI then determines which profile matches the average profile of individuals hired for an equivalent position in the company. In just seconds, the machine analyzes hundreds of candidates and identifies which profile best matches the position to be filled.The recruiter increases their chances of finding the ideal candidate thanks to an algorithm that compares experience, skills, and education with existing employees. With this career-oriented algorithm, the recruiter can free up time from resume sorting and prepare for the next stage of the recruitment process: interviews. No need to remind anyone that simply reading a resume today, even by a machine, is not enough to ensure recruitment quality.

Predictive Recruitment

The augmented recruiter, depending on their objectives, can also use predictive recruitment. Unlike augmented recruitment, the focus here is more on a candidate's potential to fill the position.Profile selection is based on technical skills and soft skills that best meet the company's current and future needs. Soft skills should not be overlooked for certain positions where hard skills alone are no longer sufficient. Being a leader, knowing how to communicate, and solving problems are not soft skills found in every candidate.If you decide to wear the hat of an augmented recruiter, you'll need to know what current employees expect and what managers need in order to create team dynamics. The next step is to create a profile of the ideal candidate and let the machine do the rest. The added bonus is that AI processes applications based on factual data, and therefore without cognitive biases.

AI Compatible with Talent Management

As you've understood, the augmented recruiter collaborates with artificial intelligence for recruitment purposes, and beyond. The good news is that AI has its place in various HR processes, such as talent management. The HR objective after hiring is to integrate and retain high-potential profiles.So, how can AI be used to attract, motivate, develop, and retain acquired talent?One of the advantages of using AI during the recruitment process is that data is saved. HR then has access to an internal database that catalogs all the skills of company employees. It's even possible to store employees' mobility preferences. This represents a goldmine for HR when it comes to developing a talent management and workforce planning strategy.Indeed, AI has the ability to process complex, constantly evolving data such as internal skill levels and job descriptions. It will be possible to know which positions will become vacant due to skill gaps and simultaneously identify the best candidates for internal mobility. AI does not replace humans; it helps HR managers in their decision-making and in the current and future organization of the company.The first step to becoming an augmented recruiter is to learn about how AI works and what use you want to make of it. This powerful tool can be considered an incredible reinforcement for certain repetitive tasks and for more complex tasks that are longer and more tedious. Understanding the stakes of AI and its benefits should not be neglected in order to simplify HR processes in today's companies.

Summary Checklist:

□ Understand the role of the augmented recruiter,□ Automate with AI,□ Define a "candidate persona",□ Align HR strategy with company strategy,□ Deepen predictive recruitment knowledge,□ Understand soft skills,□ Create synergy within teams,□ Leverage the internal database,□ Define AI objectives,□ Integrate AI into HR strategy,Get a demoTry free for 14 days.