To affirm that the Artificial Intelligence is gaining ground in virtually every sector is an understatement: AI has already established a new paradigm at the social, economic and professional levels.. To be unaware of this change is simply to be left behind. Focusing on the labor market, Human Resources departments in companies around the world are being responsible for leading the process of Digital Transformation of companiesThe planning of selection processes, the demand for new technological profiles, the detection of the training needs of employees, the design of a good training program, and the development of a good training plan are some of the key elements to be taken into account in the selection process. Employee Experience... And so on and so forth. That said: To what extent Artificial Intelligence has impacted Human ResourcesIs it true that digitalization and Big Data have displaced the more traditional selection processes? Let's address these questions.
Artificial Intelligence is applied in each and every phase of a selection process.
Since the publication of the job vacancy and the first screening of curricula vitae through the applicant tracking systems (Applicant Tracking Systems), including the planning of job interviews, the selection of the best candidates and the subsequent follow-up of the professionals finally hired.
It is true that not all companies have been able to afford a complete digitization of selection processes -We would be lying if we said that Artificial Intelligence is suitable for all budgets - but at least they have made a bet on automate at least one phase of the recruiting processWhy? Very simple: according to this article from the online newspaper RRHH DigitalArtificial Intelligence optimizes tasks of the Human Resources department, invest less time to achieve the best results and, most important of all, find the most qualified candidates (whether those candidates are actively seeking employment or not). Artificial Intelligence, as we can see, is a genuine investment in the future.
Machine Learning, Chatbots and Applicant Tracking Systems: some of the Artificial Intelligence tools being applied in HR
From the portal Sample Resume warn us that the end of traditional recruiting is closer than ever before. Chatbots or job interview simulators do not replace 100% with recruiterThey do, however, discard candidates who do not meet the requirements of the job offered. In the same way, the ATS (applicant tracking systems) use their algorithms to detect the most important keywords in the resumes of applicants and the technology Deep Learning makes it possible to "search and capture" candidates who possess the ideal skills and knowledge for the company - and all this in a completely automated way!
The challenges of Human Resources in the field of IA
One of the most important challenges is to determine what the structure of the new Human Resources departments will be like in terms of IA (i.e.: what will they stop doing, what will they have to reinforce and, above all, what will they have to do? what they will have to learn not to be left behind in the digitalization process). In this regard, the main objectives of the department will be to provide a better employee experience and, evidently, greater value to the businessAnd how will they do it? By following a series of steps:
- First of all, understanding the company's roadmap for digitalization refers: How will the implementation of Artificial Intelligence affect each business area of the company? How will this change affect the people working in the organization?.
- Secondly, detecting the type of skills needed in the team to address the digitization process: How will we train employees to adopt these new technologies? skillsWill it be necessary to hire more specialized professionals?
- Finally, putting the focus on data, technology, multichannel and agility when it comes to readapting the HR function to the new needs of Artificial Intelligence.
Specializing in Artificial Intelligence is no longer a plus in the curriculum: it is a training NECESSITY.
It is possible that a few years ago we were talking about the Artificial Intelligence training like that specialization that will give you a differential value as a professional.but as of today has become a must unprecedented.
In addition, many recruiting companies continue to complain about the talent shortage in the technology sectorTo what extent this shortage is a problem of the professionals that do not specialize as much as they should or HR departments that do not attract the most suitable IT professional? It is difficult - and controversial - to give an answer to this question, especially because both "sides" are looking for the right people.
What is clear is that companies that seek to data analysts, web analysts, Cloud architects or specialists in Artificial Intelligence or Cybersecurity. (some of the profiles most in demand in 2021) will not only have to sharpen your recruitment strategies; also to train and recycle the professionals they have on staff to reach the standards required for the implementation of Artificial Intelligence.
Article written by: Irene Benllocheditor.
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