Are interviews commonly taking place in augmented reality? Maybe one day. But that isn’t the technology we’re talking about here. Artificial Intelligence has continued to help HR departments evolve in recent years. While some are still reluctant to its use, others have integrated it seamlessly into the different phases of their recruitment process. A time saver, removing cognitive biases, easy to use, AI has many advantages when it comes to effectively detecting a candidate’s potential. We’re here to shed some light on how you can increase productivity by automating certain stages of your recruitment process and become an augmented recruiter!

Augmented recruitment

An augmented recruitment application allows you to analyse thousands of CVs in just seconds. AI will extract the factual elements of a candidate’s CV such as their professional experience and skills, thus making it easier for the recruiter to sort through the applications. And that’s not all, AI can compare the applications to the average behavioural profile of company employees and other individuals who have already been recruited in the past via saved data. It’s an invaluable time saver that allows the recruiter to focus their energy on moving to the next step: the interview.

What are the benefits?

For starters, it allows HR and in-house recruiters to focus on more rewarding tasks. Forget manually sorting through CVs, selecting and evaluating their noted skills, etc. These kinds of tedious tasks are now automated, allowing teams in charge to focus on other phases of the recruitment process.

AI also makes it possible to avoid selection errors that can cost the company when relying too heavily on intuition. Using AI means reducing the influence of cognitive biases and gaining efficiency. Disregarding a candidate’s age, ethnicity, gender, social origins and qualifications, AI focuses more on the individual’s skills. Then the recruiter can decide whether or not to meet the candidate based on objective and factual data. AI also makes it possible to ensure your recruitment process is enabling improvements in diversity and inclusion.

Predictive Recruitment

Another support of augmented recruitment is predictive recruitment. In predictive recruitment, AI is used to determine an individual’s potential to integrate into a position. The aim is to limit turnover and therefore the costs linked to a failed recruitment. This analysis is based on data intrinsic to the company such as: your current employees, disengagement rates in similar positions, personal qualities appreciated in the teams, even satisfaction levels, all of which an AI will use to know which profiles are the best matches. To do this, HR will have to determine beforehand the key performance factors for the position they are filling. After developing a precise ideal profile, we leave the algorithm to select the best potential candidates.

Augmented recruiter

An augmented recruiter is not a machine. They do, however, know how to leverage AI in the recruitment process to increase overall productivity. By using this type of recruitment, they are able to reduce time spent pre-screening candidates. Thanks to the AI algorithm, they can focus on the right profiles and therefore reduce the number of interviews needing to be carried out. The effect? A positive impact on employer branding, also an increase in performance within the teams and a decrease in staff turnover within the first year. In other words, the augmented recruiter tells ‘the machine’ what they are looking for, then they are able to make a fair decision based on the data collected by the AI and the company’s objectives.

Artificial Intelligence does not replace humans

Can we say that the algorithms are completely infallible? No, there is always a margin of error. And this is where the recruiter remains master of the game. While the machine effectively replaces some human tasks such as identifying the 10 best applications among 500 in a single second, it cannot replace the recruiter’s decision-making abilities, which are based on elements external to the algorithm. For example, think about creating a relationship with the candidates, particularly the most successful. This relationship also involves engaging candidates while communicating and building the employer brand. We can’t forget that a recruiters role is to entice a candidate into wanting to join the company, and certainly a machine cannot manage that. For augmented recruiters, the name of the game is identifying where AI can optimise certain processes


An augmented recruiter knows how to use AI to their advantage to increase productivity and focus on their core business: people. By delegating tedious tasks to the AI, they are able to devote more time to humanising relations with the selected candidates, optimising the talent management strategy, implementing a Strategic Workforce Planning policy and making the employer brand ever more attractive.