If recruiters tended to collect as much data as possible on candidates, via recruitment software facilitating this task, it is no longer possible to do so today. Indeed, according to the regulations in force, the recruiter must limit himself to the collection of data strictly necessary for the evaluation of the candidate.
Consequently, recruitment methods must be modified and recruiters must find new ways to evaluate candidates. They can notably rely on Artificial Intelligence. How can it be defined more precisely? How can AI be applied in the HR sector? Answers in our article.
The challenges of AI in recruitment belgium telegram data Having to limit data collection means that recruiters must now prioritize data quality over quantity. So-called "soft skills" are becoming increasingly important for assessing candidates. These are quite difficult to assess with traditional tools (CV and cover letter).
It is in this context that recruiters can rely on a new perspective, Artificial Intelligence. What is Artificial Intelligence? Artificial Intelligence can be defined as the ability of technology to reproduce activities considered to belong to humans, such as solving problems or carrying on a conversation.
That is why it is called "intelligence". While Artificial Intelligence is often seen as a threat in the sense that it is feared that it cannot replace humans in certain processes, it can also have a strong added value.
Indeed, for companies looking to attract quality talent or need to analyze a large number of applications, Artificial Intelligence can be a great help. However, this concept and its applications are still often unknown to human resources professionals, who may be somewhat apprehensive about using them.
To help you better understand them, we will present several areas using Artificial Intelligence in the HR sector today. 6 areas of application of Artificial Intelligence in HR 1. Targeted advertising of online advertising space (job advertisement).