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?
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.
Despite these dizzying technological advancements, Artificial Intelligence remains, above all, a help for the professionals that we are. It doesn’t involve being replaced, but coexisting with these cognitive models, to get the best out of it in order to improve its processes. Several recruitment firms and headhunters who are already relying on their own innovative sourcing methods to save time and properly aim in their searches have understood.
It’s the commitment of Morgan Philips Executive Search, who is renewing its sourcing approach in order to target more relevant profiles. To do so, we are relying on both an online global database that is shared among our consultants in real time as well as four research centers around the world, where our sourcing actors are working on all relevant digital databases according to the assignments at hand (e.g. resume libraries, specialized national databases, main schools, etc.) in order to significantly increase the number of potential candidates considered. Our club of experts, Le Club 5000, provides us with access to a network of recommended, high-potential certified profiles, along with a community of experts—the implementation of the power of crowd sourcing. Together, these precious sources of information provide unrivalled thoroughness, helping us to quickly reach often passive, ordinary candidates invisible from the radar, as they are rarely actively searching. In addition, our assignments have substantial online visibility with, on average, 9 million people viewing our posts on social networks each month! Enough distinguishing features are the fruit of proven experience and a specialized method, conceived by and for recruitment professionals.
While robots and cognitive systems will allow you to speed up the sourcing phases and perform a pre-sorting and pre-qualification to avoid casting mistakes, this only makes up a part of a recruiter’s activity. It’s really the meeting between two people that crystallizes the very usefulness of the function. Only a human being can convince another to come and meet to discuss their application or any possible changes. Just look at the lack of results from InMails sent on LinkedIn. 72% of candidates contacted by (internal and external) recruiters on social networks do not reply to messages (Source: Social Talent study) and those who do reply are not necessarily the best. Only pre-screening telephone interviews can convince talents.
Judging the way a candidate will correspond to the position and company, estimating the match between their qualifications and actual needs and properly assessing their soft skills are areas of expertise still reserved for established professionals.
From the number of candidates they receive and diversity of businesses for which they work, recruitment firms have the ability to pinpoint character, determine both professional and human skills and understand the specific characteristics of the markets they address. But above all, they know how to effectively finalize recruitment, because after the research and first meetings, it’s a matter of convincing the candidate! This is one mission we could never entrust to Artificial Intelligence, being the essence and very interest of our profession.
Thus, let’s consider this new cognitive era as an opportunity—one to help us with repetitive and daunting tasks. By combining these possibilities with the innovative methods we master, we have the ability to refocus on our core business: to meet, evaluate and best determine the probability of success in future collaboration.
The Morgan Philips group offers innovative recruitment, interim and outplacement solutions.
After 3 years in operation, we have over 300 employees spread over 14 countries.
Morgan Philips Group is currently working to establish a long-term strategy for recruiting talents in the 21st century.