How Augmented Intelligence can be a strong ally of enterprise HR

Talking to a robot during a selection process for a job position is no longer a thing of the distant future. It is a reality allowed by Augmented Intelligence and automation. Nowadays, this type of technology can already be used in order to streamline the process, assist the recruiter and move most likely to succeed candidates through to the final selection stage. And there is much more. Technological resources today allow us to optimize the hiring and screening of new employees.

Currently, companies looking to fill a position usually follow the ritual of announcing the opening, selecting resumes and doing interviews. The first step features HR analysts or third-party recruiters reviewing resumes, often from thousands of candidates, many of whom are not qualified or are not a good fit for the role. AI can look at the job description to screen candidates and move on to the next stage of the selection process, including searching and analyzing information available online about each of the candidates. Current technology also allows HR to train robots to connect or send messages through apps to these candidates and ask a series of simple questions and follow a pre-established conversation flow. This saves time and makes the process more efficient.

After HR and management choose the best candidate, AI can still be used following the hiring and screening process to speed up the entire onboarding of employees. Once their data is stored, the robot can select the necessary documents, acquire health insurance, and more.

Augmented Intelligence also allows you to profile employees and make a list of those employees who are more likely to leave the company, among other features. Hiring, replacing and even firing employees entails lost production as well as a financial cost. It all depends on the data from the company’s HR Department and the programs it has created.

Automation can also optimize the evaluation of newly hired employees. Companies are able to run more thorough reports, yield assessments, production analysis. The data compiled can allow management to have a more detailed profile of each employee, with strengths and weaknesses, which HR can use to move the employee to a different position rather than terminating them. With this data in hand, management is better prepared to know where and on whom the company needs to invest in training and what type of course it needs to provide.

AI, automation and robotics are tools for HR analysts and employees to work more efficiently, and for companies to implement high-performance management practices.

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