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Recruiting with Artificial Intelligence: the best practices

Organizations around the world are increasingly using AI-based tools to manage human resources tasks,  in ways that are more effective, fair, and efficient. When it comes to recruiting, companies are using these tools from candidate screening, where technology helps to select the most suitable resumes for the position; even as a kind of “career consultant”, who guides the candidate through the entire selection process. 

In Brazil, according to the TIC Empresas survey, 22% of small companies and 37% of large companies have already adopted AI in their daily lives, with the implementation of software HR and management.

This is such a strong trend that the World Economic Forum released a guide for companies looking to embrace technology in their recruiting processes. Here are the practical toolkit headlines to promote the responsible use of artificial intelligence-based tools in human resources:

  1. Form an assessment team and plan for the long term
  2. Develop AI principles and document processes
  3. Determine the purpose of adopting the AI tool
  4. Delve into the core elements of the tool
  5. Assess a tool’s risk level

The World Economic Forum has also developed a checklist for organizations that want to adopt AI-based tools. And states an alert: the use of AI in HR also poses operational, reputational, and legal risks to organizations, especially with recent moves in several countries to regulate its use. There is therefore high interest in AI in HR but also apprehension, and organizations are looking to navigate this increasingly complex landscape.

In late 2021, more than 20 companies that use AI in their hiring processes, including the giants American Express, Deloitte, General Motors, IBM, Mastercard, Nielsen and Nike, decided to found the Data and Trust Alliance, an organization dedicated to combating algorithmic bias in their tools. 

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Source: World Economic Forum