The augmented recruiter will seek to increase his or her chances of recruiting the ideal candidate, which remains one of the most important aspects of a company’s development. Faced with an unstable and highly competitive environment, it’s vital for an organization to surround itself with talented people who can meet the many challenges and changes ahead. What if we could now equip ourselves with intelligent tools to free up our time? Focusing on talent management and HR process improvement rather than CV sorting?
What if integrating artificial intelligence into recruitment meant you could avoid casting errors and focus on the most qualified candidates?
In this article, we explain how you can become an augmented recruiter.
Tools for the augmented recruiter
The augmented recruiter seeks to help the company evolve through recruitment. It ensures that the organization’s competitiveness is continually enhanced by selecting tomorrow’s talent.
Today, more than ever, it must aim to recruit better in order to limit turnover and the disengagement of freshly onboarded talent.
By automating certain tasks thanks to AI, the augmented recruiter will be able to spend more time on 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 needs to have very precise objectives, which are in line with the company’s HR strategy.
Enhanced recruitment
The aim of augmented recruitment is to save time by telling the machine who the ideal candidate is. Based on these predefined criteria, the AI then determines which profile corresponds to the average profile of individuals hired for an equivalent position in the company.
In just a few seconds, the machine analyzes a hundred or so CVs to determine which profile best matches the position to be filled. Recruiters increase their chances of finding the ideal candidate thanks to an algorithm that compares experience, skills and training with existing employees. With this career-oriented algorithm, recruiters will be able to free up time for sorting CVs, and thus prepare for the next stage in the recruitment process: interviews.
No need to remind you that today reading a CV alone, even by machine, is not enough to ensure the quality of recruitment.
Predictive recruitment
Depending on the objectives they have set themselves, augmented recruiters can also use predictive recruitment. Unlike augmented recruitment, the focus is on a candidate’s potential to integrate the position to be filled. The selection of profiles is based on the technical and soft skills that best meet the company’s present and future needs. We do not neglect soft skills for certain positions, where hard skills are no longer sufficient. Being a leader, knowing how to communicate and solve problems are not soft skills found in all candidates.
If you decide to wear the hat of an augmented recruiter, you’ll need to know what the expectations of current employees are, or those of managers, in order to create a dynamic within teams.
The next step is to build a robot portrait of the ideal candidate, and let the machine do the rest.
What’s more, the AI’s processing of job applications is based on factual data, so there’s no cognitive bias.
AI for talent management
As you can see, the augmented recruiter works with artificial intelligence in recruitment, and not just in recruitment. The good news is that AI has its place in various HR processes, such as talent management. HR’s 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 in the recruitment process is that the data is saved. HR then has access to an internal database listing all the skills of the company’s employees. It is even possible to store employees’ mobility wishes. This represents a veritable goldmine for HR when it comes to developing a strategy for the future. talent management and GPEC. Indeed, AI has the ability to process complex data that is constantly evolving, such as internal skill levels and job descriptions. It will be possible to know which positions will be vacant due to a lack of skills, and at the same time to identify the best candidates for internal mobility..
L’IA qui ne remplace pas la place de l’homme permet d’accompagner les responsables RH dans leur prise de décision et dans l’organisation présente et future de l’entreprise.
The first step in becoming an augmented recruiter is to find out how AI works and how you want to use it. This powerful tool can be seen as an incredible reinforcement on certain repetitive tasks and on more complex tasks that are more time-consuming and tedious. Understanding the challenges of AI and its benefits should not be overlooked when it comes to simplifying HR processes in companies today.
