More and more companies are turning to new technologies to recruit and select personnel. Banco Galicia, Farmacity, Prisma or Burger King are some of those that already use virtual assistants in their search and definition processes of candidates in Argentina.Currently, they attend initiatives based on artificial intelligence, machine learning, robotics and gamification, among others, in different instances of the process.The objectives are more than clear: simplify the process, increase the effectiveness at the time of choosing the right candidate, speed up the times, improve the experience of the interested in holding a position and transform the recruiters into advisors (advisers) of the business, thus decreasing its operational load.Key role"Technology plays a vital role in the segmentation and identification of talents, and the search and evaluation processes have been adapting rapidly to the digital transformation", explained to iProUP Fernando Judzon, COO of Virtualmind.And complete: "Today, we track them in their areas of belonging, such as social networks, or through more user-friendly tools, such as virtual interviews, which allows us to shorten times and distances."Pablo Mato, General Director for Latin America South of Meta4, understands that both artificial intelligence and machine learning have become key resources."They can help get much more useful and accurate answers by using predictive models and automation in the search," he tells iProUP.In the same vein, Alejandro Servide, director of Professionals and RPO of Randstad points out: "Technological solutions have proven to be very useful to accelerate times." Today, computers are able to analyze the variables of a position or process the information of millions. of resumes in seconds. "Artificial intelligence has been particularly helpful for those companies that handle high volumes of contracting. These innovations generate data flows that can be evaluated with analytical and machine learning tools to ensure the suitability of the applicant's profile with searches, learn from the history of recruitment preferences and establish patterns that make the incorporation of talent more efficient.For Toon Devloo, Regional People Analytics Manager at Von Der Heide, "the amount of information that the recruitment area is managing about candidates has grown exponentially, thanks to social networks, job portals or online selection tests."According to the expert, "the use of machine learning algorithms can reveal hidden patterns in all these data to improve the effectiveness and the timing in which a selection is carried out."Andrea Bara, leader of Accenture's Recruiting Latam, shares the idea that artificial intelligence will play an increasingly important role in these processes."The reading of each of these CVs requires a lot of time, as well as the feedback to the evaluated applicants.The use of AI no doubt helps to accelerate the processes to find the most efficient candidates on each occasion," he tells iProUP.In this sense, he points out that this is achieved "through robots that speed up the reading of resumes in the instance of sourcing or with the use of a chatbot that, through AI or machine learning, identifies the applicability of a profile to a given position. "In addition, the bot can learn about the behavior of the postpone and react based on it. And offer the candidate positions available from reading your CV, that is, only apply to positions that the Digital Recruiter proposes.In the instance of assessment (evaluation of merit), the use of gamification allows evaluating the potential of a candidate, observing their soft skills and how they respond to different situations.Neuroscience games measure empathy, the ability to make decisions or analytical thinking in a more objective way than a person, in addition to guaranteeing equal opportunities and equity during the process.In the same line, Sebastian Foldvary, Leader of Learning & Transformation of IBM Latin America, adds that "cognitive solutions use algorithms to detect patterns and draw conclusions"."They can infer detailed content in a resume or curriculum to provide information about the skills and competencies that a candidate might have," he adds.In this sense, it states that "the evolution of these platforms allows going much further and understanding the profile of the person in a broader way and even recommend positions that he had not even identified."Carla Cantisani, Adecco's Director of Services and Quality, says that companies in the region already use these technologies."In Adecco Argentina, for example, a response chatbot was developed via social networks and the company's homepage, which acts as a search consultant, as well as guiding nominations, providing tips on the labor market, assembling CVs and In short, it allows real-time interaction to prequalify them and answer frequent questions. "On the other hand, Paola Testa, Recruiting Head of everis Argentina, says that everisLatam has an interactive software that acts as an interviewer.How does it work? The recruiter, who in this case is the chatbot, calls the candidate at a specific time. It begins with a welcome message with the voice of the Google Translate service and the aspirant communicates through the voice.The system asks a series of questions that are already scheduled and, at the end of the interview, an email is sent to the human recruiter with a report that includes contact information, an analysis of feelings, a summary and the transcript."First, we developed a virtual assistant that is a conversation agent capable of orchestrating the entire interview process, then we use automatic learning techniques to build and train models capable of executing the different steps, such as contacting the applicant, processing the answers to analyze the predominant feeling and generate graphic and interview reports, "he explains.Alfredo Terlizzi, Managing Director of Workia, says that Birpin.com, his employment and relationship portal, uses IA for the candidate to upload his CV without uploading data, while the AI ââprocess accurately identifies his experiences, studies, objectives and It suggests in real time offers of your interest."We also have EVA, an Autonomous Virtual Interviewer that we developed over a long period together with prestigious Conicet researchers specialized in artificial intelligence," he points out.Productivity in the processesAccording to the IBM spokesperson, a cognitive platform optimizes the timing and speed of the selection by eliminating highly transactional and low-value tasks.It also allows optimizing the process by eliminating biases, predicting successful profiles, analyzing and inferencing competencies according to the CV or operations on a platform and even determining the percentage of adjustment of their profile with the competencies considered key.Meanwhile, in Adecco they understand that these technologies add value to the business, since they allow to automate repetitive actions and improve decision making.For Marcela Petrillo, Country Manager of Von Der Heide, "increasingly aware of the contribution they can make to the business, the HR areas of companies are working in an accelerated way in the transformation of these processes.""The boot operates without rest 24 hours a day and processes all the information to return only suitable candidates, the average of a search is at least one month, a chatbot reduces it by half," says the executive of everis Argentina.The truth is that no matter how much a person abstains from being partial, there will always be some kind of bias when it comes to human beings. The use of AI, at least in most cases, reduces it. In addition, it guarantees not to lose talents by allowing to review the CVs identifying the most deserving postulants for a given position.For the Meta4 spokesperson, although in Argentina there are some implementations of this type, there is still a long way to go and the areas of human capital have a great opportunity to add value to the business of their companies."The new technologies allow richer and more efficient interactions, eliminating friction and achieving benefits for both the company and the candidate," says Mateo Cavasotto, founder and CEO of EMI, a virtual assistant that is already being used by many Argentine companies."It contracts 70% faster", adds the manager in dialogue with iProUP.Those who adapt first will undoubtedly be disruptive leaders and protagonists of a change where these innovations stopped "asking for clues" and are already flying at the speed of the Internet.