Expert explains the advantages that technology brings and will bring to talent recruitment and retention processes
On June 3, HR Day was celebrated and, this year, the celebration of the date came amid a revolution in the area that has been caused by Artificial Intelligence (AI). According to the study “Hidden workers: untapped talent”, carried out by Harvard University in partnership with Accenture, 99% of the 500 largest companies in the world already use hiring systems based on the tools of this category.
Credit: Alura website
For Adriano Almeida, co-founder, COO of alura and responsible for Alura for Business, the school’s business unit that supports organizations with people development solutions in technology, the sector can be one of the most benefited from AI precisely because it is one of the segments that deals most with data. “It is a resource that facilitates the daily lives of professionals, organizing their activities linked to a set of information, such as employee profiles, behavior, skills and guidelines for promotions”, he says.
With this advantage, the area is able to automate selection processes, devoting less time to mechanical tasks and more effort to strategic functions. “Today, the big challenge is to look for ways to expand AI beyond the evaluation of resumes, with, for example, the generation of insights to retain talent and develop careers within companies with learning programs”, highlights the executive.
AI tools used by the HR area
HR is known for being one of the pioneering sectors in the use of AI, mainly through the use of ATS (Applicant Tracking System) platforms to manage candidates and optimize the recruitment process. However, some LMS (Learning Management System) and other people development platforms also already offer resources with technology; the tools help customize and organize online courses and training, being essential for corporate education initiatives.
ChatGPT itself, which was launched in November 2022 by OpenAI and exploded in the job market, has already proven to be useful in many ways. According to Almeida, the chatbot is a great ally when fed with the correct information. “From creating vacancies to indicating which skills and abilities make up their ideal profile, as well as the paths needed to develop them, the tool is optimizing communications and solving everyday doubts about people management processes, which reduces many costs, both financial and time”, he says.
Ethical considerations on the use of AI in HR
Like any innovation, the use of AI in the HR area also calls for some ethical considerations, especially those related to standards such as the LGPD (General Law for the Protection of Personal Data) and legislation that addresses sensitive employee information, such as gender, race and religion. In this sense, the People team needs to ensure that there is no undue leak of information in the use of technology.
Another consideration that should be made by the sector in this regard is the concern with possible biases in the database, creating patterns of diversity and inclusion. “Tools in this category cannot reproduce a discriminatory bias, whether in recruitment and selection, promotions or any of their actions. In other words, they require constant performance monitoring”, emphasizes Almeida.
The executive from Alura Para Empresas also reinforces that these points of attention show that AI also needs human action and people who understand how technology can be used properly. “It is a resource that did not come to take away jobs; on the contrary, it has the potential to enhance talent. Precisely for this reason, HR must be one of the main segments to develop in the theme, understanding its ethical and legal implications and creating innovative solutions”, he concludes.
