HR management and technology: between science fiction and reality

A few weeks ago I had the opportunity to talk to Jacques Froissant, CEO of the recruitment agency Altaïde, about technology in the human resources sector. According to him,

“2017 will see the multiplication of artificial intelligence and chatbots within the recruitment industry. Including applicant relationship management, CV sorting, sourcing, appointment scheduling, and even personality assessment!”

Since the beginning of computers and, later, of the Internet, technology has been playing a growing role in human resources management and recruitment. So where did we start and where are we going?

 

From human resources management to recruitment

Today, when you think about technology in the human resources management, some elements come to mind quite easily: posting offers on job boards, using social media to advertise your company as a good employer, building a career page on your website… Let’s not forget that before that, when technology was young, still wild and untamed, and ERP (Enterprise Resource Management) became “a thing”, there were payroll management systems, employee career and talent management platforms, time and benefits management tools, etc. HRIS (Human Resources Information Systems) being alive and well, the most recent steps forward of technology, within the world of human resources, have been about adapting the recruitment industry to the arrival of digital natives (also called millennials) in the workforce.

 

Adapting to digital natives and mobile Internet

While Gen Y entered the job market, technology has been helping companies and recruiters to adapt to their way of doing things: online, and from their smartphones. “The first, and unavoidable, best practice for a recruiter is to have a responsive career page on their company’s website, but also easy tools to apply online and from a mobile device”, says Jacques Froissant. In addition, “needless to say that a company must work on their online presence with a LinkedIn company page”. In other words, to ignore digital search tools, social network sourcing, and Skype interviews is not far from being a professional negligence; chatbots, associated with artificial intelligence, seem to be the next big trend and HR should not be left out.

 

Big Data, machine learning and AI, the (near) future of HR

As stated by Jacques Froissant, “HR digitalization, from CV to Web profile, social networks, e-mails, have generated an explosion of data in the HR and recruitment fields”, and this is how Big Data enters human resources management and recruitment. Some very well-known platforms and tools such as LinkedIn already use Big Data and algorithms to match candidates with jobs, based on “the extraction of rich information” says Jacques Froissant. “The French startup Clustree, helps HR professionals to identify the best candidates internally. Their tool is able to “predict” which candidates will best fit the vacant job position”.

In his last blog post, our expert Renaud Vanderoost talked about cognitive agents, their ability to learn and the consequences of their integration in companies: better user experience, round the clock customer service, objectivity, etc. According to Altaïde’s CEO, the same mechanisms apply in recruitment:

  • time-saving,
  • improved recruiter-applicant relationship,
  • unbiased decision-making.

 

Technology not being an option any more in human resources (or anything else by the way), companies should be extra careful about the security of their information and data management systems. Let’s conclude on these words from our guest:

“Automation will enable recruiters to focus on their core business: assessment of applicants’ skills, but more importantly, of their soft skills, and their adequacy to the company’s culture”

 

To read the full analysis “Why “chatbots” and artificial intelligence will make recruitment more human”, by Jacques Froissant (in French), click here.

 

Laisser un commentaire

Optimization WordPress Plugins & Solutions by W3 EDGE