Artificial intelligence (AI) might represent a threat to some jobs which could be carried out by machines in the future. However, this technology remains very interesting in the field of recruitment and skills management. In an ever-changing job market where training will become continuous, AI draws up new communication patterns for recruiters and candidates. It also gives human resource departments access to new possibilities and opportunities.
Combined with a human perspective, AI could positively influence recruitment processes in the future.
Better and more efficient recruitment processes
Automation in recruitment will enable the management of large volumes of jobs and applications. For example, on LinkedIn, the AI algorithm quantifies the skills of the applicants with regards to a job offer. Afterwards, it proposes a classification of candidates, taking into account their levels, training and their previous job backgrounds. This is useful for the candidate, who can know where he is in relation to his competitors. This functionality is also useful for the company who can assess the applications more quickly.
Following the intervention of the AI, the recruiter can fully make use of his emotional intelligence during interviews. He can assess each candidate’s know-how, non-verbal communication, fluency, leadership and/or proximity to the company’s values.
Learn throughout your career(s)
Another part of human management in which AI has a strong place is the evolution of careers. The contemporary situation of careers is very unstable. There is a rising trend of professionals who are changing career paths due to poor career guidance. Many employees are also experiencing a static state when they should be in an environment that allows them to grow. AI will be able to help people develop their own skills, in order to build a fulfilling path for themselves. That will be possible through automated skills audits that facilitate self-diagnosis. They will be able to assess their orientation, identify missing skills in order to access new careers.
Companies have already seized these tools to support their employees in new jobs and thus develop their employability. By offering more opportunities for growth to their employees, companies can expect to grow in return. This will happen due to a constant improvement of their employees’ skills as they evolve with regards to their careers.
Working towards sustainable recruitment
The social and environmental awareness that accompanies the digital revolution is also changing recruitment patterns. Companies who adopt values relating to environmental sustainability are more likely to attract young and passionate employees. The same logic applies to diversity and human and/or career growth. In light of this reality, it is our collective and individual responsibility to be part of a sustainable recruitment process. That involves using IA solutions as an access facilitator. The digital transformation of recruitment must indeed be a catalyst for diversity and equity in real life.
Digital technology allows people to go beyond their own networks, meet new people and confront various points of view. Afterwards, things can go a step further following physical encounters. In this context, determining factors build each one’s path towards his sustainable professional project and his future career.
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