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Today’s world of work is increasingly mediated by new technologies such as the use of artificial intelligence for the selection of people. This is why it is essential to understand how AI can help in this important process for anyone looking for job opportunities and for companies looking for the best profiles. From TalentFY we are dedicated to finding the best profiles for IT and Digital Marketing positions in up to 10 days, and this is possible thanks to our algorithm developed with artificial intelligence and the work of specialized recruiters who are meticulously chosen by our platform to find the best talent. During the TalentFY Spring Meeting, our HRBP Gabriel Altuve spoke with Elena Tobar, Raúl García and Lluís Fiore, recruiters with more than 15 years of experience in the sector. A talk to discuss the importance of the use of artificial intelligence in the selection process and its impact on the recruiting sector. Talking about artificial intelligence in personnel selection Gabriel: Attracting talent is a big challenge. What is the most difficult position you have had to find? Raul: A flexicoker commissioning operator, first I had to understand what it is, to know what the customer required. In the end we succeeded, it’s also a matter of desire, of digging and wanting to eat the world. Elena: The ones that have always been difficult for me are those that are in towns or places far from the big cities. The client wants me to live nearby because of the location. In the end, with experience and knowledge of the sector, the problem is solved. Lluís: I remember a technological profile, a Java, at that time I didn’t know him. Interviewing a person without having the context and without speaking their language was complicated. G: The average tenure is 18 months. What do you think drives employees to change jobs? E: The lack of possibilities to continue developing in the company, to reach the ceiling, is a lack of motivation. L: Now the context has changed so much that there are so many reasons and variables that it is difficult to name just one. Salary is undoubtedly in the top 3, in tech profiles having options to evolve is also important because technology changes very fast, and now the possibility of working at home. G: Also the issue of disconnection, mental health is in that top, isn’t it? A: Yes, there are many factors, it depends on each person, we are different and each one of us has our own initial motivations, so your expectations may change. Hybrid work G: Talking about hybrid work, do you think that family reconciliation becomes more important and becomes a key factor for workers to decide to change jobs? L: It’s no longer just a matter of family reconciliation. The new generations already come with the disconnection chip, you have to look for the perfect model for your equipment. For me the hybrid model is the best E: Offering hybrid or the modality that the company can adapt is the most appropriate. A: We have evolved a lot, and the pandemic has created this two-pronged approach. We always talked about happiness at work as you find it in the company, yes, but you also have to look for it yourself. G: Returning to the subject of teleworking, junior profiles have perhaps been the most affected post pandemic. What about junior profiles that need follow-up and are home alone? A: We also have to identify what we want and what profiles we want to work with. Identifying needs as a whole, but also personal needs, is a challenge for companies in the concept of promoting integrity, development, caring for people and happiness at work. L:There are many tools out there for teams to see each other and work together. I would propose a flexible hybrid model, I speak more from happiness. We are social beings, and while you can work perfectly well with your team without meeting each other, you do need the human factor. AI in candidate search G: We have seen that the big tech companies are using bots and AI to screen candidates and contact them; will this work for junior profiles? E: In my opinion, for no type of profile L: Over the years you realize that machines can support you, but they can’t make a decision today. Even if it is the right one, I believe that even when we talk about people, the human factor is needed. A: In the end, the human factor is fundamental; we can rely on AI to reach candidates that might otherwise be more difficult to reach. The human factor will never go unnoticed in HR. E: Sometimes it has happened to us that the curriculum changes when you talk to the person. And you say to yourself, thank goodness I called, because you’re surprised. It is also about sensations. G: It is a fact that technology can never replace the human part in what we do. In what tasks do you consider that technology will never be able to overcome the human factor? L: In anything that requires person-to-person contact. AI is brutal, it improves many processes, so it must be there. In a selection process there are so many variables that the human factor must be present, AI can suggest things to us but not currently make decisions. A: In decision making, it will not replace it. What is the point of having tools to analyze if we do not draw conclusions from these data. This happens in many companies. L: I think artificial intelligence can limit bad recruiters. This is important because good recruitment defines whether a company goes up or down. A: In the end, you have to set up barriers that can be limited with AI. G: What technological changes would you like to make in recruitment? L: Improve communication channels with professionals. 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