Now facial recognition, networks and artificial intelligence are used for hiring

The digital transformation expands to the core of companies. Cornered by market needs and an increasingly competitive and technological system, companies are constantly looking for new solutions to stay current.

An investigation into the so-called "Fourth Industrial Revolution" conducted by Glue Executive Search accessed by iProUP indicates that more than 80% of Latin American firms are going through a process of digital conversion.

The executives consulted, who mostly work in multinationals of mass consumption, finance, consulting and technology, share the same need: to find new solutions to recurring problems.

Within the area of ââhuman resources, changes and the incorporation of digital tools are also present. Specifically in the hiring process. Artificial intelligence and other innovations became inseparable allies of the professionals in the field.

Signatures such as Unilever, Burger King, Santander, Goldman Sachs, Vodafone and Under Armor, among many others, have already implemented innovations such as, for example, facial recognition platforms, which simplifies the task of the HR team. of filtering candidates analyzing voice tone, facial expressions and language. Or there are also the cases of Banco Macro, YPF and Century Link, which use chatbot for preselection.

The facial recognition algorithm was developed by the American firm HireVue and has an extensive database containing linguistic and face information, collected from a large number of interviews. Based on this, select those who believe they best meet the requirements.

From the firm they assure that the system "measures building blocks of cognitive and emotional functioning, similar to the DNA of the personality". And they exemplify that it works as "the recommendations of Netflix but in this case for work." By the way, one of the companies that experienced this platform has been Unilever.

Data science

Since its launch, HireVue acknowledges having conducted more than one million job interviews worldwide. And it indicates that between 80% and 90% of the predictive evaluations are based on two key themes: the analysis of the candidate's communication skills and the use he makes of language.

The company has already preselected more than 150,000 profiles to occupy different positions in the different countries in which it serves. However, implementing technology is everything: "The role of human resources in digital transformation is vital, since it goes far beyond technology," says iProUP Brenda Baran, Associate Director of Glue Executive Search.

"It implies a paradigm shift that invites you to unlearn the way in which you have been working until now and encourage you to put together something completely different. And modify aspects of the culture, of the processes, of the way of understanding and carrying out leadership" , complete.

Gabriel Mysler, Managing Director of Integrity Meter, a firm that uses artificial intelligence to "measure" the integrity of employees and candidates, explains to iProUP that these types of systems detect, measure and report the level of reliability of applicants . And that is why they also serve to prevent future problems.

"Not measuring these qualities can mean poor performance in the position and even lead to dire consequences. A poorly assessed knowledge is feasible to be corrected with education or training, but the lack of the right values ââis a topic that becomes much more complex to solve, "he emphasizes.

He adds that the efficiency of the test to calculate the integrity of his company "is statistically proven": artificial intelligence detects potentially problematic people before entering an organization from the same selection process or when defining a promotion or promotion.

Mysler exemplifies that "identifying the author of a robbery or fraud means high operational, reputational and resource costs for the organization," and that "prevention must also be applied in the selection of people."

A robot analyzes your CV

The bots and automated systems also say present in companies: more and more companies have robots in their ranks that are responsible for filtering resumes and optimizing recruitment processes.

"In the selection processes, incorporating a robot for the pre-selection task means an excellent innovation tool. Especially in companies in which the demand for candidates and the volume of positions often exceeds their capacity for analysis," he says. to iProUP Paula Carreras, HR Manager of Axxon Consulting.

Consequently, performing CV filters, analyzing profiles and obtaining a first group of candidates is very useful. Technology, as an additional support for the classic selection processes, became key for specialists in recruiting talents.

In Argentina, Banco Galicia, Farmacity, Prisma and Burger King are some of those that already use virtual assistants. While it seems far away that the robots are those who take that responsibility, the truth is that companies that wish to lead the ranking of employer brands should embrace innovation.

IA, the "friend" of young people

There are candidates who are not afraid of the new technologies that are implemented in the market to recruit professionals. Moreover, they are launched to try them: they are the so-called "early adopters", who are in search of a job.

A study by the Manpower Group - the Global Survey on candidate preferences - lists them as those that best adapt to new tools and begin to use them. So much so that they are not afraid to answer an ad on social networks or participate in an online chat.

Why do they prefer to interact with a robot than with a human? "The selection process is much faster and the exchange of information about the position and working conditions is deepened," Mateo Cavasotto, CEO of Emi Labs, a conversational platform based on artificial intelligence for the selection process, tells iProUP.

"In addition, applicants can participate in several searches simultaneously allowing them to save time," the director completes. In this way, they also get immediate feedback, something highly valued by the new generations: they know how the process continues, they schedule interviews and then get a quick response on how it went.

"In addition, the system yields statistics of the candidates and the whole process. And it is learning everything that the company's analysts are teaching it," says Cavasotto.

The global market figures allow us to infer new behaviors of applicants regarding technology. For Manpower, social media ads and mobile apps will be the most used routes in the future by Human Resources.

According to the firm, "among early adopters, job advertisements in networks are twice as popular: 75% of them clicked compared to 30% of average candidates."

In Argentina, 26% of the Z generation (18 to 21 years old) and 30% of millennials (22 to 34) have used three or more new HR technologies when seeking employment during the last six months.

Although innovation ensures a better experience, it does not replace human contact as in an interview. Therefore, specialists recommend a combination to identify and incorporate the best candidates.

"Despite the automation of first contacts with employers, human interaction is still valued. So combining technology, implementing it intelligently, and humane treatment seems to be the way to reach the objectives of hiring the best people, "concludes Cavasotto.

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