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Automation, Optimization and Decision Support

 

For the most pessimistic, robots and other intelligent machines will soon be able to replace all humans at work. For others, these high-performance solutions are a tremendous opportunity to develop our professions. In fact, the revolution is already underway. Retail brand chatbots who speak with consumers, voice-activated home assistants, optimization of radiation therapy in cancer treatment…. Automation is gaining ground all around us thanks to manufacturers’ acceleration of the development of machine learning solutions as well as increasingly easier adoption by individuals and businesses alike. What makes these intelligent systems attractive and efficient? Their ability to learn continuously, as the human brain, but faster and about massive quantities of data, enabling better usage.

 

Soon, all service professions may be affected. Oxford asked researchers to estimate the time remaining for certain occupations before being replaced by artificial intelligence. Certain tools assess the “probability” that our job would disappear in favor of robots. Yet, the consensus among Artificial Intelligence specialists is that machines are not intended to replace men. They are to make life easier for men, free more time for them and optimize their tasks to ultimately add value to their work. And in recruitment? How are these cognitive innovations that want to make you “enhanced” recruiters? 

 

 

An Intelligent Super Assistant

 

In relying upon A.I., professionals will lighten their load of repetitive and laborious tasks during sourcing and prequalification steps. Among the thousands of resume libraries, from job boards to online websites, several tools are able to identify the person whose qualifications best meet your business needs and company culture. This enables you to target difficult-to-reach talents, whether they are actively seeking a job or not. Even better, the intelligent solution is fed a summary of the profile’s entire digital footprint. Blog, professional social media and personal posts, published works… all public traces left online are within reach of A.I., which knows how to derive the essence of it both quicker and more accurately than you. It’s not only an asset in terms of saving time but in regard to relevance. These tools analyze the matching potential between the candidate and your company, not only regarding their qualifications, but also considering complex data such as interpersonal skills, interests, psychological profile and risks—many factors difficult to identity prior to an interview or even during one.  

 

Artificial intelligence solutions relevant to recruitment don’t stop there. Certain programs can conduct first interviews remotely, on video; again, saving you skimming time. They are able to see and interpret things that neither a resume nor cover letter would show and estimate the success rate of future collaboration. Above all, these tools avoid necessarily subjective “human” bias and prejudices from any meeting between two individuals, as to only retain objective criteria.

 

In automating tasks with little added value and prequalifying relevant profiles, A.I. frees your time to dedicate yourself to what makes up your core business which is, strictly speaking, recruitment; where the human dimension and direct contact will remain paramount, well into the future.

 

Lauranne Provenzano

→ Second part of our article!

 

Morgan Philips Group provides Innovative Solutions for Recruitment, Temporary Placements and Outplacement.
After only 3 years, we now have over 300 people working in 14 countries. Morgan Philips Group is revolutionising the way talent is recruited in the 21st century.
→ find out more

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