Consort Uzbekistan CEO Ilya Sautin comments on Andrey Derbenev’s article in the “Personnel Management” magazine
If in the case of Superjob, AI is assigned the role of analyzing responses and recommendations, then, according to the experience of our recruiting agency, which constantly interacts with many corporate clients, in-house AI can be used as an assistant during interviews. AI knows that during an interview for a certain vacancy, certain questions can be asked, and then it can analyze the answers in accordance with the job profile. Also, when we, external recruiters, are engaged in a cold search for candidates, AI can help us form a personalized invitation to a vacancy, which will be based on the unique experience of the candidate, which increases conversion at this stage.
I agree with my colleague that today there are hundreds of methods for working out each stage of a search project, starting from the customer’s brief and ending with the end of the probationary period of a new employee. By choosing the best methods that are more in line with the company’s processes (or AI can recommend such methods), we are able to create an HR assistant for specific goals and objectives in the company, which will increase the efficiency of recruiters.
In addition to analyzing the company’s internal documentation for training AI, it is also possible to check for compliance with cultural values not only of candidates at interviews, but also of current employees who communicate in work chats. In addition, AI is able to analyze the compliance of a company’s values with its actual actions in the public space. An even more useful function can be the analysis and evaluation of AI perception of the company by clients and partners – this will provide useful information for the organization’s managers.
I absolutely agree with the author that in our time of complete transparency, companies need to pay special attention to their external communications and brand. The way they are presented on the market directly affects the perception and decision-making of candidates about further cooperation. As for interviews with a prompter, only a novice recruiter can buy into this, since an interview without real-life cases is impossible. However, in the field of personnel selection, there are already memes about how, on the one hand, there is an AI recruiter who identifies the skills, competencies and motivation of a candidate, and on the other hand, a cunning candidate who connects his AI assistant to this interview. So, as a result, we get a conversation between two machines, instead of a valid interview.
By the way, jokes aside, my colleagues and I are seriously concerned about this problem. To create a machine that can help identify candidates who will work longer in a company, you can rely not only on resume analysis, but also on historical analysis of the 1C database, for example, age, gender, education, place of residence, length of service before and after employment in the company, KPI, fines, history of promotions. In the future, when scoring candidates, the machine will be able to bring up more suitable candidates for a certain vacancy. This works especially well in mass recruitment already now.