Optimize your HR processes with AI: How to use artificial intelligence to improve recruitment and performance in your company

The hiring process is a basic aspect for any company. Artificial Intelligence (AI) is revolutionizing this process, achieving more speed and efficiency. This innovative technology can help organizations improve the HR recruitment process. HR and
find the right talent
for your projects.

AI tools for recruitment and performance evaluation

Currently, artificial intelligence tools are being increasingly demanded in personnel selection and performance evaluation. Below, we highlight the following:

• Entelo: It is a hiring platform powered by artificial intelligence. It allows recruiters to find the best candidates. This cognitive technology analyzes the data of the applicants and offers recommendations for the recruitment and obligations of the worker.
• HireVue: This video interview platform helps the HR team. HR to select candidates more effectively. HireVue’s technology analyzes candidates’ body language throughout interviews, providing useful information for evaluating hiring.
• TL;DV: It is a meeting assistant equipped with artificial intelligence to hire employees more quickly. Ideal for any recruiter. It allows you to record job interviews and summarize their best parts. It is carried out through hyperlinks and does not require prior knowledge.
• IBM Watson Talent: Artificial intelligence-based platform for HR teams that accelerates the hiring, engagement and onboarding of workers. In addition, it takes into account the future needs of the organization.

Benefits of using Artificial Intelligence in HR HH.

One of the most important benefits of using cognitive technology in HR is one of the most important benefits of using cognitive technology. HR is the ability to speed up the hiring process and performance evaluation.

Time and cost savings

Hiring new employees is an expensive task for companies that require a large number of workers, which, in many cases, requires the investment of additional recruiters. The automation of tasks such as the selection process and the incorporation of new employees, can mean a significant saving of time for the company.

In addition, improved performance appraisals and communication with candidates can be done effectively by chatbots powered by computational intelligence. All this allows to increase the degree of commitment of the workers, for which the cognitive technology can answer common questions about the policies of the company, vacations and benefits

On the other hand, it is interesting to know that Agile/SAFe Coach and artificial intelligence can work together to improve the efficiency and effectiveness of product and service development teams. An example of this is Travelport, a global travel retail platform that connects buyers and sellers to deliver exceptional travel experiences.

Improvement in decision-making and in the quality of hiring

Artificial intelligence can recommend in a short time the most suitable positions for candidates and which is the most suitable for the offer. Therefore, it avoids the incorporation of applicants who do not fit the vacant position.

It can also contribute to the evaluation of performance, i.e. employee performance. The technology collects and analyzes vast amounts of performance data, allowing companies to see and feel worker trends and patterns.

Another highlight is to accelerate the onboarding of new employees, by providing a personalized experience to each individual. In this way, artificial intelligence can offer useful information, allowing the novice employee to learn more quickly about the company and start working efficiently. This considerably reduces the time an employee needs to achieve the productivity that the organization requires.

Challenges and ethical considerations when implementing artificial intelligence in HR HH.

The advantages offered by the use of
artificial intelligence
in the recruitment process are obvious. However, there are still challenges to overcome. The first is the limitation in terms of specific and technical knowledge, which can result in not entirely accurate answers. The solution is to train intelligent computer systems in the specific knowledge of these jobs.

For this, data and technical terms specific to the sector in question are provided. In this specialized field you can work with human recruiters who can satisfactorily complement the capacity of this cognitive technology.

On the other hand, another interesting challenge is to compensate for the lack of emotional intelligence, which can lead to insensitive responses to candidates. This challenge can be solved by giving artificial intelligence a list of inappropriate and appropriate responses. That is, train artificial intelligence to be able to identify the emotions of candidates.

An additional challenge is the cost of developing a customized AI model for businesses. To reduce them, pre-trained AI models can be used or customized solutions with more affordable prices can be requested from suppliers.

Finally, it should be noted that AI can be a very valuable tool to apply in companies operating in the B2B market.

Success stories in the implementation of artificial intelligence in HR HH.

The implementation of artificial intelligence in HR HR is an increasingly popular trend among companies. AI can help companies become more efficient in so-called “selection processes” and “human resource optimization“, as well as be more productive and fair throughout the talent search and personnel management process. Here are some success stories:

Hilton Worldwide: This company uses artificial intelligence to assist in its recruitment process. The company has implemented a tool that uses machine learning and text analytics. In this way, it identifies the most promising candidates.

IBM: Use artificial intelligence to improve talent management in the enterprise. It uses text analytics and machine learning technology and offers personalized recommendations as well as training opportunities.

In short, AI in HR HR allows the automation of recruitment , or the selection processes and evaluation of candidates, and data analysis to improve the management of future talent. All of the above leads to significant savings in time and money.