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Artificial intelligence is rapidly transforming the world of work – and talent acquisition and recruitment is no exception. In the infographic below, we explain the impact of this new technology on talent acquisition and our recommendations to HR to best prepare this shift.
Like the World Wide Web at one time, AI (Artificial Intelligence) is developing more and more in the business world. All areas of business are impacted, and its powerful technology is revolutionizing the world of work. For some of us, AI is seen as a threat, while others, on the contrary, view it as a great opportunity to transform our work "for the better".
One thing is certain: AI is changing us. To take full advantage of AI in your business sector, there's one golden rule: anticipate the skills you'll need to evolve your job and use your role as a human being as added value. 86% of respondents to a BCG X study believe they will need training to upgrade their skills [1]. What impact does AI have on professional skills? How can we best prepare for the growing integration of AI into the world of work? Here's how.t
The world of work is undergoing a paradigm shift with the increasing arrival of AI in many industries. To take advantage of this, it's important to understand its scope and prepare optimally for its integration within the company. The human skills required for a job are not necessarily the same as before. Everyone can make the most of this changing environment by developing new key skills, useful for adapting to the evolution of their profession. The rapid progress of AI also requires a culture of continuous adaptation. In this sense, it's important for human resources (HR) managers to support employees in developing their skills throughout their professional careers and encourage continuous learning. In this way, employees will feel better supported in this ongoing transformation and the impact it has on their jobs.
[1] Study by BCG X, BCG's tech entity, on the impact of AI on jobs among employees in 18 countries across all industries and statuses https://www.bcg.com/publications/2023/what-people-are-saying-about-ai-at-work
Artificial intelligence (AI) has never been so much in the news. It is gradually gaining ground in all sectors, including Human Resources. According to Gartner [1], 81% of HR managers have explored or implemented AI solutions to improve the efficiency of processes within their organization. From recruitment to talent management, via HR data analysis, AI is making its way into the daily life of the HR function. Composed of algorithms capable of reproducing human behavior and intelligence, its rapid development is raising questions. Should it be hailed as a technological feat, or seen as a threat? Let's take a look at the top three AI solutions that HR professionals are likely to be using in 2024.
AI is used by HR professionals in recruitment, talent management, performance analysis, training and other aspects related to people management.More and more companies are adopting AI technologies to automate certain repetitive tasks, improve the efficiency and objectivity of their HR processes and make decisions based on advanced data.
AI is used in recruitment to automate the initial sorting of CVs and identify candidates who best match the specific criteria of a position. In addition to skills, experience and qualifications, AI cross-references and analyzes information on candidates from various sources to assess the relevance of their profile.
Tools
Chatbots and virtual assistants are used to engage in conversations with candidates, answer their questions about the recruitment process, and gather information about their skills and qualifications. AI also uses predictive analysis to assess a candidate's likelihood of success in a given position.
Benefits
Automating the recruitment process with AI enables HR professionals to save time when selecting candidates. They can focus on more strategic and human tasks, such as preparing interviews with carefully selected candidates. By using objective algorithms, AI also helps to reduce cognitive bias in the selection process.
AI helps companies' HR departments to effectively manage and develop their talent.
Tools
AI-based talent management tools help with skills assessment, performance management and employee engagement. For example, AI can recommend customized training programs that take into account employees' individual needs by tracking their performance and identifying the skills they need to develop.
Benefits
By proposing individualized career and/or training plans, AI enhances the employee experience. This has a positive influence on employee motivation and commitment, resulting in improved productivity and talent retention.
AI helps in the collection, analysis and visualization of HR data to make informed decisions.
Tools
AI helps assess employee performance by analyzing quantitative and qualitative data, providing more objective feedback and identifying trouble spots and areas for improvement. Its predictive analysis helps to anticipate trends linked to personnel management, such as turnover rates, future recruitment needs, and factors influencing employee motivation and commitment. AI automates time management, attendance tracking, and facilitates the planning of work schedules, taking into account a variety of factors.
Benefits
AI-based HR analytics promote a better allocation of resources within the company, serving better individual and collective performance. They will help retain talent and limit costly staff turnover, encouraging new hires when they are needed.
The overall aim of integrating AI into HR practices is to improve efficiency, accuracy, and objectivity, while enabling HR professionals to focus on more strategic and humane tasks.
AI quickly and efficiently processes large quantities of data, both real and predictive, rich in reliable information that can be utilized by HR professionals to make better decisions. Combined with the expertise of HR professionals, it helps to accurately reflect individual talent and full potential. It also promotes a more positive candidate and employee experience, supporting individuals to feel good about their roles and to flourish in them.
AI is not intended to replace the role of HR professionals. Human interaction remains vital and the very essence of HR’s function. Instead, AI aims to enrich, optimize and improve HR practices. It remains complementary to their expertise and to the tools already used within their role. Al should therefore be considered without fear, as one more asset that is indispensable to this profession, one that can offer new perspectives.
[1] https://www.gartner.com/en/human-resources/topics/artificial-intelligence-in-hr
In the competitive world of recruitment, companies are constantly looking for ways to streamline their HR processes and save time to be efficient. This is where cutting-edge AI-powered technologies such as ChatGPT or BARD can become invaluable. This blog post gives you 5 tips to help automate many of the tedious tasks involved in recruitment, allowing recruiters to focus on more strategic initiatives. Don't miss out our top 3 AI solutions that HR managers shoud use in 2024.
Writing job descriptions can sometimes be laborious, even more so when you want them to be different, convincing and attractive. AI (Artificial Intelligence) solutions such as ChatGPT or BARD can help you write more engaging, effective descriptions that highlight your company's culture and specific advantages. The benefits are twofold: attract more qualified candidates and improve the overall recruitment experience!
So how do you go about it? Provide the tool with all the information and instructions on the position you're recruiting for and ask it to write an impactful advert for you. Then make your choices from the suggested wording (ChatGPT, Bard) picking and choosing only the parts you like. In short, do your own cooking!
Scheduling interviews can be a real logistical headache, especially when you have to deal with the agendas of several candidates and interviewers. ChatGPT and BARD can simplify this process for you by automatically scheduling interviews according to individual availability and preferences. The advantage? Save time and frustration and ensure that interviews are conducted in a timely and well-organized manner.
How do you achieve this? Integrate ChatGPT and BARD into your interview management system and provide the availability of candidates and interviewers. Intelligent algorithms analyze this data to automatically suggest compatible time slots, simplifying the scheduling in an efficient and automated way.
Interacting with potential candidates can be a time-consuming task. Use AI to craft dynamic, personalized contact messages. Whether you're responding to inquiries or conducting preliminary interviews, ChatGPT or BARD's natural language capabilities improve communication, enabling you to connect more effectively with candidates and speed up the early phases of the recruitment process.
How do you get started? Integrate ChatGPT or BARD into your candidate communication platform. By providing contextual information, these AIs can automatically generate personalized messages, facilitating interactions and speeding up the initial stages of recruitment.
Preparing interview questions can be a time-intensive task. Generative AI enables you to speed up the process of creating questions and thus preparing for the interview. Your interview questions will be tailored to assess whether the candidate matches the company's values and expectations.
How do you do it? Provide ChatGPT or Google's BARD with key details about the position you are recruiting for and let them suggest a set of questions that could be asked during the interview to assess candidates' skills. In addition to the job description, don't hesitate to provide information about the company's culture. This will enable AI to generate questions that assess candidates' cultural fit.
A smooth onboarding experience is essential if new employees are to feel at home and integrate quickly into your company. By tailoring induction content to the role and experience of each new employee, you can significantly improve the quality of the employee experience right from the onboarding phase. A positive, welcoming atmosphere right from the start of their journey with your organization will remain a pleasant memory for them. And as the saying goes, "You only have to make one good impression".
So how do you go about it? Ask AI to help you generate personalized onboarding materials: welcome emails, training schedules, relevant company information etc.
Employability is a central issue in the workforce market. With soft skills a central component of this concept, the question of how to reliably measure these skills arises. Psychometric tools provide an appropriate method of reporting a skills profile, Guillaume Demery, Doctor of Psychology and Designer and Developer of Psychometric Tools at Pearson TalentLens, sheds some light on the subject.
A concept studied for several decades; employability has been the subject of several definitions. Thus, for Hillage and Pollard (1998): “In simple terms, employability consists of being able to obtain and keep a job. More generally, employability is the ability to move independently in the labour market to realise one's potential through sustainable employment”. This very general definition makes it possible to understand the importance of the concept as a possibility of adapting to a constantly changing labour market.
However, it is interesting to know and understand the existing levers that allow access to this employability. A definition from Hinchcliffe (2001) states: “Employability is defined as having a set of skills, knowledge, and personal attributes that make a person more likely to be secure and successful in their chosen occupation”. Thanks to this definition, we understand that the individual is at the heart of employability, whether through his knowledge, the skills he has acquired and certain attributes that are specific to him, such as motivation or interests (Fenouillet, 2016).
It is possible to model the factors influencing employability. Thus, Pool and Sewell (2007) consider that experience, levels of knowledge, soft skills, emotional intelligence as well as development and training throughout the career are key factors, working together to improve employability.
As a result, it is an important issue both for new graduates entering the job market and for professionals in transition and looking either for retraining or career development within their company. (Harvey, 2001; Guilbert et al., 2016). While experience and training within a company are factors that favour professionals over young graduates, soft skills are essential and useful skills upon graduation (Andrew & Higson, 2008).
Behavioural skills can be generalised to most trades offered on the labour market and are essential for good employability. Beyond hard skills, namely business skills, we understand that employability is essentially based on the ability of individuals to be able to integrate and adapt to a rapidly changing labour market.
A non-exhaustive list of expected soft skills:
Motivation referred to as “the reasons underlying behavior” (Guay et al., 2010, p. 712), and the “the attribute that moves us to do or not to do something” (Gredler, Broussard and Garrison., 2004, p. 106) is a non-negligible factor of employability, allowing, beyond the capacities of the individual, to understand the probability that he adheres and puts in place the appropriate behaviours to remain effective in his profession. It is therefore advisable to know the motivations and interests (Schiefele, 1991).
Knowing the importance of employability in the labour market, it is necessary that reliable measures are put in place to help individuals, whether they are new graduates seeking to enter the labour market, professionals looking for retraining or development within their organisations, or companies looking for the best employability profiles in order to have long-term prospects with new recruits.
The evaluation of soft skills requires statistically valid and reliable tools, capable of measuring concepts that are sometimes difficult to observe (for example, the individual's ability to work under pressure). Psychometrics, which is concerned with the theoretical and practical aspects of psychological measurement (Chadha, 2009), is at this stage the most advanced discipline in the creation of such measures.
Several types of tools exist to measure these skills. For example, assessment tests are specifically constructed to measure work styles, those aspects of personality most important to success. Work styles can be thought of as an individual's typical patterns of thinking, feeling, and behaviour that can positively influence success in the world of work, and therefore employability, according to database studies. These working styles are organised around four major themes:
Aptitude tests also make it possible to understand the adaptability of the individual in the world of work, to measure essential skills such as the ability to solve problems, verbal comprehension, the ability to correctly interpret data in order to place entrepreneurial strategies, or the ability to evaluate arguments and issue unbiased conclusions.
These psychometric tests based either on the classical test theory or, thanks to the digital evolution of these solutions, on the item response theory based on a probabilistic reasoning of the calculation of the level of aptitude (Edelen & Reeve, 2007), make it possible to have statistically valid and reliable measurements of these soft skills, or even of the motivations and interests of the individual.
Thanks to these methods, it is possible to establish an employability profile of the individual, so that they understand their levers on the labour market while recognising the skills that they can improve, guaranteeing the establishment of a training circuit adapted to the needs of the user.
