Thinking about digital transformation completely exceeds the technology industry. More and more companies are choosing to optimize their processes through innovative methods. Those that do not manage to adapt to these times are lagging behind, lose competitiveness and risk the future of their business.
One of the tools that receives greater relevance every day around the world is artificial intelligence (AI). The firms bet on this resource to accelerate the processes and in the search to be able to automate them. And, fundamentally, to achieve greater precision in their results.
In this sense, human resources professionals began to rely on this methodology to hire personnel. In addition, the use of AI allows them to follow more closely the entire incorporation process.
In this framework, Integrity Meter was created, an artificial intelligence platform for the detection of the integrity and honesty of the candidates during the Personnel Selection.
Through an online system, each is evaluated in less than 20 minutes, measuring personal values, not hiding key information during the hiring process and, of course, not prone to commit acts that border on the unlawful.
"In a company you need people who are capable, qualified, willing, motivated and hardworking, but also honest and honest." Surely, the proportions will vary from one candidate to another and between different companies, but everything is important. ", explains Gabriel Mysler, managing director of Integrity Meter Argentina, to iProUP.
This tool allows selecting the right employees for each position and improving the organizational climate, reducing turnover and preventing conflicts. It is already used globally by large corporations such as Unilever, Mc Donald's, Coca Cola, DHL, GAP and Fox, among others.
While talent and training are valued when hiring staff, these qualities are inseparable from integrity. "Having a great capacity but a lot of dishonesty can do more harm than the lack of knowledge," says Mysler.
"We can learn what we do not know, improve our skills and also improve ourselves, but we can hardly learn to be whole," he adds.
For those responsible for Human Resources and Management, it is essential to know who works in the company and not only how qualified they are or the experience they have. Consequently, it is not strange that, before hiring a candidate, profiles on social networks are investigated to know it thoroughly.
Integrity Meter is based on techniques of interrogation and detection of intentions of concealment of information. The company used its years of experience in preoccupational interviews and the professional use of the polygraph to develop the decision engine and recommendation of the platform.
In this way, the tool formulates and justifies its suggestions, allowing the company to use that guide to adjust the diagnosis and choose the ideal candidate. Through the analysis of data and the dynamic study of response times, a matrix of decision and suggestion of the applicant is elaborated.
Once this is done, the system offers three possibilities on the performance of that person:
- Meets the required requirements
- Does not have the minimum conditions
- Requires clarification
In each of the three options, the platform provides the reasons and guidance to the firm to request clarifications that allow the final decision to be drawn up.
"Artificial intelligence helps not only to identify the best candidates, but also to maintain the link with them in a healthy way, ensuring that throughout the process the standards set by the company to attract talent are met," says Matthew Cavasotto , founder and CEO of Emi, a virtual assistant of human resources based on artificial intelligence who chat with the applicants.
This platform learns about the characteristics of the different positions required by the company and, with practice, their interaction is perfected. The selectors receive all the information of the candidates processed by EMI, which can interact with -for example- the more than 100 applicants who initially apply to a search.
In that conversation, describe the position, answer your questions about the salary or the possibilities of growth. If you are interested in the proposal, ask him questions in depth to know if it fits the profile demanded. Some local companies that already implement it are Farmacity, Burger King, Banco Galicia, PwC and OMINT.
AI is here to stay (in HR)
Recently, iProUP revealed the case of a multinational that "hired" a robot to analyze the videos of the candidates to fill a position, study their gestural language, tone of voice and the terms chosen to respond.
"Specifically, in the selection process, the possibility of incorporating a robot that is in charge of the selection can be an excellent innovation tool, especially in companies where the demand of candidates and the volume of positions often exceeds their capacity of analysis, "says Paula Carreras, HR Manager of Axxon Consulting.
Consequently, the possibility of carrying out CV filters, profile analysis and obtaining a first group of candidates is extremely useful.
Technology as an additional support of the classic selection processes became key for specialists in recruiting talent.
Although a scenario in which robots take charge of this process seems far away, companies wishing to lead the rankings of employer brands must embrace innovation to stay in play.
In that sense, having a complete and updated profile register is vital.
"To generate a proprietary database and keep it always up to date is essential in our daily work. It allows us to have contact with these complex profiles and at the same time, generate value as an employer brand," says Marina Stupia Prieto, recruiter of Axxon Consulting.
Big data, great results
The use of technology has become a great help for companies that handle high volumes of contracting.
The large volumes of data generated can be evaluated with analytical tools and machine learning to ensure the adequacy of a profile searches, learn from history and set preferences recruitment patterns that make more efficient incorporation of talent.
For Toon Devloo, Regional Manager People Analytics at Von Der Heide, "the amount of information the recruitment area is handling about candidates has grown exponentially, thanks to social networks, job portals or tests online selection."
He considers that "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 candidates." The use of AI undoubtedly helps to speed up the processes to find the most efficient on each occasion, "he tells iProUP.
In addition, the bot can learn about the behavior of the applicant, react based on it and offer positions available from reading your CV.
In the instance of assessment (evaluation of merit), the use of technological tools such as gamification allows evaluating the potential of a person, 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 human being, in addition to guaranteeing equal opportunities and equity during the process.
Sebastian Foldvary, Leader of Learning & Transformation at IBM Latin America, says: "Cognitive solutions use algorithms to detect patterns and draw conclusions."
"They can infer detailed content in a curriculum to provide information about the skills and competencies that a candidate might have," he adds.
Carla Cantisani, Adecco's Director of Services and Quality, says that several 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, "he explains.
On the other hand, Paola Testa, Recruiting Head of everis Argentina, emphasizes 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.
Personnel areas already use technology as an ally to optimize searches, detect unwanted talents and attitudes, and give the exact profile faster, before the competition does. And this trend will be gaining more followers every day.
