The recruitment process involves a large number of organizational tasks, especially when acquiring the best candidates. When a huge number of resumes flow to a company, especially in large organizations, it becomes quite a challenge to “sort” them and choose those applications that actually fit the position.
It often happens that candidates send application documents according to the principle “I will try here, maybe it will work” - even though their experience or skills do not have much to do with the requirements of the offer. This further complicates the process, because in the era of remote recruitment, through platforms with job advertisements, sending several or a dozen resumes is extremely simple. It is much more difficult to analyze them all later. This is where artificial intelligence comes to the rescue. How can it be used in the company so that recruitment is faster, more efficient and better suited to real needs?
Recruit faster: how an AI tool can help with analytics
Artificial intelligence significantly speeds up the first and most time-consuming stage of recruitment: the analysis of hundreds or even thousands of CVs. While it would take days for a few recruiters, AI algorithms can review applications in minutes, capture key competencies and match them to the job profile. Thanks to this, a large part of applications sent “for trial” that have no real connection with the requirements of the offer is eliminated. This solution not only saves time, but also increases the relevance of the selection, allowing recruiters to focus on interviews with candidates with the highest potential. Moreover, automation minimizes the risk of bias and enables continuous monitoring of the talent base, supporting recruiters in a more strategic and partnering role towards candidates. It happens that already at the stage of selecting a CV we can involuntarily give up a person for quite, from the point of view of the entire recruitment, trivial and personal reasons such as opinions about the university completed and even the sound of the name and surname. During this time, the HR department and individual recruiters, instead of focusing on reviewing hundreds of CVs, often incompatible with the requirements of the offer, can devote their time to the next important stages of recruitment based on an interview with the candidate.
Summing up the operation of AI in recruitment - this tool should first of all be well designed, that is, so that it actually captures the requirements that are relevant in terms of the position and not guided by irrelevant facts or prejudices.
The final choice of candidate is up to the man
Although AI can analyze applications at an impressive rate and identify the most suitable candidates, the final choice is always up to the human. Recruitment is not only a selection of a resume, but above all a meeting with a person; a conversation in which authenticity, motivation and that “something” that no algorithm is able to fully capture. Technology can support the diagnosis of soft competences or behavioural predispositions, as well as unify assessment criteria and reduce unconscious biases. However, it is the recruiter who gives meaning to these observations, connects the dots and makes the decision. Therefore, the quality of recruitment is not only reduced to numbers or indicators - it is also the attentiveness, relationship and experience of the candidate. At the center of the process is the recruiter who not only evaluates, but inspires, gives valuable feedback, perceives the motivation and potential hidden between the lines of the CV. In this role, he increasingly becomes a mentor - a person who is able to support the candidate in reflecting on his career path, and at the same time builds the brand and reputation of the entire organization. AI streamlines the process, but it is man who gives it a human dimension.
How to use AI responsibly in recruitment?
The responsible use of AI in recruitment begins with transparency towards candidates; it should be clearly communicated about the role of technology in the process and emphasize that the final decisions are made by people, not the system. AI should be seen as a supporting tool that automates repetitive tasks while the recruiter interprets data and conducts conversations. It is also important to monitor the impact of technology on variety and inclusivityto ensure that the tools do not unintentionally exclude candidates. Another pillar is providing feedback; AI can help create it, but the content should be empathetic, developmental, and human. Finally, the key is Cultivating a culture of quality and relationshipsand not just performance, because Recruitment is a process in which candidates make life decisions, not the production stage.
We must not forget about the legal requirements, especially those arising from the GDPR. The information clause on the processing of personal data (Article 13) should clearly indicate that the application documents are analysed using AI. The candidate also has the right to refuse to undergo an exclusively automated evaluation of his CV, in accordance with Article 22 of the GDPR - therefore a checkbox in the job advertisement, allowing informed consent to such processing, is a good option. The employer or recruitment agency, as the administrator of the data, must ensure their security, including by anonymization, encryption and appropriate access management. Particular care should be taken when the data is stored on servers outside the EU/EEA area, as well as when it involves sensitive data. It is also important to isolate the candidate data from the AI training environment, because the fact that the model analyzes the data does not mean that it can be used to further teach algorithms.
Benefits for Candidates
The use of AI tools by companies means for candidates More efficient and transparent recruitment. Thanks to the automation of the preliminary stages, candidates receive feedback faster and the selection process becomes more objective and based on real competencies. In addition, AI allows recruiters to spend more time talking and building relationships, which increases the comfort of participating in recruitment.
Jobs Door AI: Smart Candidate Matching
Our tool Jobs Door AI supports employers in the quick and effective selection of applications. Each received resume is automatically analyzed for compliance with the requirements specified in the advertisement, and the result is presented as a percentage. Thanks to this, the recruiter immediately sees which candidates are best suited for the position, which significantly speeds up the first stage of selection. However The final decision is always up to the man. The percentage score is only a guideline and can serve as a decision-making aid, but the employer at any time can independently review all resumes. Of course, in order for AI to work effectively, candidates' resumes should be prepared according to the requirements of the position - the same as in traditional recruitment. Tool does not replace the recruiter, but allows for a faster and more orderly approach to selection. Sources
Polski (PL)
English (EN)
Español (ES)
العربية (AR)
Українська (UA)