The Artificial Intelligence or AI concept refers to a computer or machine with a program that, if used right, can understand problems and solve them.
One of the attributes of AI is that it can display different human abilities such as learning, understanding, reasoning, sensory functions, etc. Another characteristic is that it shows its results in different ways; this results from the possibility of configuring the computer or machine to observe, listen or touch, which depends on the data it stores in its system.
Concepts related to AI
Data analysis (D.A): It refers to the inspection of any data type.
Data mining (D.M.): It is the process of going deeper into data to determine the meaning or value of each piece of it.
Big data: This term describes the data in large volumes. This concept has developed and evolved along with different technologies and methods.
Data Science (D.S): It is a multidisciplinary science whose main objective is to convert big data into intelligent data. It has been mainly used in human resources because it allows gathering, processing, summarizing, and transforming big data into structured databases.
AI applied to human resources
All the data and information collected in human resources is called Big Data when it has a very high volume. The use given to this data shapes algorithms that can make predictions regarding human talent, for example, the new candidates for a position or the skills and abilities that each worker has. It allows evaluating the performance to establish objectives and estimate the results of the work to be performed.
Today, it has become an increasingly common practice to analyze human talent by using big data and digital tools to measure, understand and communicate employee performance; such factors relate to personnel, operations, and human talent management.
An example of the use of AI in human resource analysis is the filming of job interviews in which verbal and non-verbal cues are analyzed.
Human analytics or human resources analysis refers to the use of people individual data that allows human resources professionals and organizational managers to make the right decisions when hiring personnel. This process goes from selecting the best candidates, evaluating possible promotions, assessing performance, and choosing future department leaders, to identifying the risk of job abandonment.
AI applied to recruitment
One of the objectives of using big data in human resources is to optimize the recruitment of new human talent in companies, thus measuring the commitment of personnel according to the company’s culture. This way, it reduces the chances of failed leadership that may represent a very high cost.
AI helps optimize time and information during different stages of the recruitment process, such as in:
The publication of the job offer on the Internet: When publishing the job offer on the Internet, companies receive a considerable volume of resumes. At this stage, AI speeds up and automates the process of filtering by and searching for the position’s requirements in such a way that it drastically reduces the number of candidates and thus saves the recruiter time to avoid reviewing profiles that do not fit the company’s requirements.
The evaluation of candidates: By applying different evaluations according to the requirements of the position, the application, scoring, and interpretation of tests or evaluations would involve a greater investment of time, as opposed to using an automated system to evaluate candidates massively and thus speed up the selection process.
Onboarding: This phase of the process is of great importance to integrate the new employee fully into the company, and AI can optimize time and be a tool to help the candidate to have detailed information about the organization, inductions can be programmed, videos explaining the procedures, welcome videos, among other things.