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It is no secret that companies are accelerating to integrate artificial intelligence into the recruitment process. KPMGFor example, used Chatbot recruitment To help reduce the time it takes to schedule the interviews, and almost UPS Completely The company helps to employ front line workers in less than 10 minutes.
But one of the senior recruits of Fortune 500 companies is advised to operate the replacement of all aspects of the process with AI. In fact, he says it can make it more arduous for human resources professionals in the line. He says that most of the large public companies that work with them are increasingly finding that the use of technology to replace parts of the recruitment process does not work well.
With artificial intelligence, recruits use major words to target thousands of people LinkedIn “Immediately, at the same time, all applicants are used by Amnesty International to adapt their CV of what exact employees are looking for,” says John Vlastelica, founder and CEO of Employment Employment Employment Company, a recruitment and training consultant.
For this reason, many companies that work with them are looking to follow a more humane approach to their employment strategy, and return to the basics. This means more direct conversations, video dependence, and the final interviews. This also means expanding the scope of research for candidates who may not look perfect for the role at first glance.
“The recruits want the true image of the person who rented him, not a copy of AI of the candidates,” says Vlastelica. It even indicates that recruits are already looking for candidates who have some slight defects in their CVs, small typographical errors or shots that do not seem excessively. “If this is very perfect, it may not be real,” he says.
Inclusion in human elements in employment is more important, given that some candidates are used False identities To apply for jobs, Deepfake AI to hide herself during interviews. One of the polls published last month from a professional platform found a genius appeal that 17 % of employment managers faced job candidates using Deepfake technology during interviews. Some of this group was even revealed North Korea information technology workers Connected to organized crime groups.
This does not mean that organizations should abandon the use of artificial intelligence for recruitment. In fact, Vlastelica recommends all companies to build technology in some way to keep up with times. But in this new world of fake definition files and artificial enhanced biography, he says, companies need to ensure that some traditional aspects of the recruitment process for efficiency are not delivered. He adds this when he makes a mistake, such as employing people Under the wrong identitiesIt is likely to happen.
“Not only is to find the best candidates anymore. It is about finding real people.”
Pret Morsi
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This story was originally shown on Fortune.com
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