{"id":20415,"date":"2024-05-13T11:26:20","date_gmt":"2024-05-13T09:26:20","guid":{"rendered":"https:\/\/crosstalent.com\/actualites\/using-ai-in-recruitment-and-other-human-resource-functions\/"},"modified":"2025-11-20T07:55:19","modified_gmt":"2025-11-20T06:55:19","slug":"using-ai-in-recruitment-and-other-human-resource-functions","status":"publish","type":"post","link":"https:\/\/crosstalent.com\/en\/actualites\/using-ai-in-recruitment-and-other-human-resource-functions\/","title":{"rendered":"Using AI in Recruitment and Other Human Resource Functions"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Artificial intelligence (AI) has been on the rise in the HR department for several years. Some functions are more concerned than others, notably recruitment via resume sorting and pre-selection, but also for workforce and talent management.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">What is AI Used for Today?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In concrete terms, AI has the ability to :<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Co-write a job offer or job description<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create a shortlist of candidates for a specific position<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Suggest training courses for employees based on their interests and the skills they need to develop<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Make internal mobility proposals to an employee based on his\/her wishes and skills<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Answer &#8220;simple&#8221; HR questions via a chatbot<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In this article, we&#8217;ll look at these different aspects. But first, let&#8217;s start by explaining the difference between AI and automation.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Artificial Intelligence vs. Automation<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">There&#8217;s a clear difference between AI and non-AI automation\u2014both in the way they work and in the results they can produce. In general, AI relies on models and algorithms to autonomously find patterns (called models) in data to provide insights, predictions, and recommendations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In contrast, automation is traditionally used for processes.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In cases where data is structured, rules are defined (with few exceptions) and interactions with multiple systems are required. Automation use cases are mainly task-oriented.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We are often told it&#8217;s AI when, in fact, it&#8217;s programming or automation. For example, a <\/span><a href=\"https:\/\/crosstalent.com\/en\/en-2\/\"><span style=\"font-weight: 400;\">workforce management tool<\/span><\/a><span style=\"font-weight: 400;\"> that sends out interview invitations for you is not AI.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are a multitude of benefits to AI (below), but there are also certain limitations, as setting up an AI tool can be extremely time-consuming, and the solutions come at a high cost.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">AI and Recruitment: Is it a Perfect Marriage?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Recruitment is the HR field where AI is most present. Big companies such as GAFA have been taking an interest for about a decade now. But why?<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">The Benefits of AI in Recruitment<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The first thing AI can do for you is to help you draw up a job offer but to do this; you need to define what a &#8220;Good Candidate&#8221; is. This &#8220;good candidate&#8221; could be totally different depending on the sector of activity, the company, and even the department. So, how do we go about it?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Before recruitment begins, HR and the manager need to start by defining a performance grid and selection criteria. Artificial intelligence will be useful if, and only if, it has sufficient information to analyze and sort through the various profiles.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The second reason for the popularity of AI in recruitment is that it saves time and optimizes processes, thanks in particular to CV pre-screening, where Artificial Intelligence will analyze CVs to break them down into bricks (experience, training, skills, etc.). In order to be able to link all these events and find out which career path\/candidate is the most coherent (we call this a match) for the position in question.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The interest is all the greater when a recruiter receives several hundred or even thousands of applications. The idea is that AI will analyze this large volume of CVs, pre-select and thus provide a different view of a CV.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The third use of artificial intelligence is in virtual interviews. Again, in the case of large volumes, it provides an initial analysis via video CV or questions. The AI will analyze the answers, expressions and behavior and synthesize this initial interview feedback. This saves recruiters an enormous amount of time, as they can neither watch 100 videos nor go through 500 CVs.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">The Risks of AI in Recruitment<\/span><\/h3>\n<h4><span style=\"font-weight: 400;\">Cloning Candidates<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The first is the risk of selecting only clones. In fact, to program the AI, we give it criteria that will enable it to create one or more models and to award marks to the candidates who most closely resemble this model or these models.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These candidates must therefore match the models as closely as possible according to their job expertise, personality traits, expressions used, academic background, etc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If we take the people already present in the company as a model, instead of having a fresh eye and new ideas, we get clones. It will, therefore, be much more difficult to select people who think &#8220;out of the box&#8221; and who could, for example, come up with a new product, a new concept, etc., which, by domino effect, will lead to a significant loss from a competitive point of view.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A second limitation is that a candidate can bias the AI if he knows how it works, so as to adapt to his expectations in order to stick to the standard that is required.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Lack of Diversity<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The second risk, which is related to the first, is that AI\u2014if badly parameterized\u2014can be an obstacle to diversity in hiring. This is because bias (even unintentional bias) can appear as early as the job posting stage.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order for the matching between applications and job offers to be carried out correctly, and for the diversity of profiles selected by artificial intelligence to be possible, job offers need to be drafted in a certain way. In particular, it&#8217;s important to avoid asking for a specific school; a language doesn&#8217;t have to be native to be well spoken, etc&#8230;<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Missing Out on Candidates<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Some candidates may not wish to be recruited by a robot, preferring human contact. They may also be very sensitive to the protection of their personal data.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This can pose a major problem: the mismatch between the company&#8217;s values, such as &#8220;people first,&#8221; and its recruitment methods. Some candidates may not agree with this dichotomy and suspend their recruitment on ethical grounds.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, we must not overlook other candidates who, on the contrary, will see in these new technologies the image of a hyper-connected company and, therefore, an ideal employer.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Today, a classic use of AI is to automate the extraction of information from CVs and then perform a matching operation. Its main aim is to find the best possible match between a job and a CV. But the new challenge in today&#8217;s world of work (which can be tense in some sectors) is to find the &#8220;potentials,&#8221; not the exact matches.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To find a person who has already held exactly the same position, you don&#8217;t need sophisticated artificial intelligence. On the other hand, to find profiles that could evolve (with training, coaching, etc.) into this or that new position, you need much more advanced AI.<\/span><\/p>\n<p><em><strong>Related:<\/strong><\/em><\/p>\n<p><a href=\"https:\/\/crosstalent.com\/en\/actualites\/advantages-disadvantages-hris-management-software\/\">HRIS software benefits<\/a><\/p>\n<h2><span style=\"font-weight: 400;\">Other Applications of Artificial Intelligence in HR<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">While AI is increasingly present in the recruitment phase, it is also being developed during employees&#8217; careers, with the aim of improving the employee experience.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Chatbots<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">According to the Larousse dictionary, a chatbot is a &#8220;computer program based on artificial intelligence, capable of answering a web user&#8217;s questions in real-time, thus acting as a virtual advisor&#8221; or, in our case, an HR manager.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The chatbot can answer repetitive and operational questions, thus freeing up HRM time. On the employee side, chatbots enable employees to get quick answers to their questions or perform certain tasks (requesting time off, consulting pay slips, etc.).<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Training<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When it comes to training, AI will offer employees training courses based on their interests and the skills they need to develop. AI is also going to help employees move into new professions (always through training courses designed for this new profession). As a result, employees feel more confident about preparing for \u201ctomorrow.\u201d<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Internal Mobility<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Does your HRIS system include a skills repository? If so, AI can help you match certain skills with positions and propose suitable jobs for internal mobility. For a practical solution, explore our\u00a0<a href=\"https:\/\/crosstalent.com\/en\/actualites\/using-ai-in-recruitment-and-other-human-resource-functions\/\"><span class=\"text-box-trim-both\">talent management software for HR<\/span><\/a>\u00a0to support skills mapping, internal mobility, and workforce development.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Studies and Forecasts<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">AI also plays a very important role in HR forecasting and studies, thanks to the analysis of collected data. Artificial intelligence can thus analyze and propose scenarios to develop the organization&#8217;s financial performance, anticipate recruitment, etc.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Focus on ChatGPT<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">We couldn&#8217;t talk about AI and HR without mentioning THE topic: Chatgpt.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Could it be useful in HR? Yes, to a certain extent, provided a human proofreads it.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are a few examples of possible applications<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Write job descriptions or job offers<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Generate interview questions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Write responses to candidates,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Write advertisements for your website or social networks, etc.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In conclusion, HR (HRD, HRM) and artificial intelligence are complementary today, but AI will not replace humans, at least not yet. Firstly, because we&#8217;re still in the early stages of its application, and overall\u2014given its cost of implementation\u2014it&#8217;s still mainly present in very large companies. However, when it is deployed, AI makes it possible to eliminate tasks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">_________<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Digitize your human resource functions further with <\/span><a href=\"https:\/\/crosstalent.com\/en\/en-2\/\"><span style=\"font-weight: 400;\">Crosstalent<\/span><\/a><span style=\"font-weight: 400;\">. Our module-based HRIS software automates <\/span><a href=\"https:\/\/crosstalent.com\/en\/solutions\/recruitment-and-mobility\/\"><span style=\"font-weight: 400;\">Recruitment<\/span><\/a><span style=\"font-weight: 400;\"> tasks and streamlines workflows for increased productivity.<\/span><\/p>\n<p><a href=\"https:\/\/crosstalent.com\/en\/demo\/\"><span style=\"font-weight: 400;\">Book a demo<\/span><\/a><span style=\"font-weight: 400;\"> with our team to find out more about our solutions.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Artificial intelligence (AI) has been on the rise in the HR department for several years. Some functions are more concerned than others, notably recruitment via resume sorting and pre-selection, but also for workforce and talent management. What is AI Used for Today? In concrete terms, AI has the ability to : Co-write a job offer [&hellip;]<\/p>\n","protected":false},"author":24,"featured_media":20416,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[389,391],"tags":[],"class_list":["post-20415","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-transformation","category-innovation-technology"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Using AI in Recruitment and HR<\/title>\n<meta name=\"description\" content=\"AI vs. automation explained. 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