With the growing adoption of Artificial Intelligence (AI) in the Brazilian market, companies from different sectors are finding innovative solutions to optimize processes and identify talents. According to an Adecco survey, 76% of professionals in Brazil already use some form of AI in their work. In addition, studies by the consulting firm Grand View Research projects that the global AI market will reach a staggering $733 billion by 2027.
One of the segments that has enjoyed the benefits of AI the most is Human Resources. According to ABRH data, 54% of Brazilian companies have already implemented or plan to implement AI solutions for Recruitment and Selection until 2025. But why is this trend consolidating?
Márcio Sena , CTO and Director of Communities at Impulso, a People Tech company specialized in attracting, hiring, developing and retaining remote technological teams, highlights that companies face challenges in locating talent, especially in the IT area. Watch the interview!
How has Artificial Intelligence been used to optimize recruitment and selection processes in Brazilian companies?
He has been helping companies optimize the selection process, find the best talent and make more assertive decisions. By using AI strategically and responsibly, companies can achieve better recruiting and selection results. AI-based recruiting platforms can identify, for example, qualified people more quickly, including those who are not actively looking for a new opportunity but would be open to receiving new proposals.
What are the main challenges that companies face when identifying and hiring talent, especially in the IT area?
One of the main challenges is finding talent compatible with the real needs of companies, which also runs into the problem of the lack of qualified labor.
What are the specific advantages of using Artificial Intelligence in the candidate selection process compared to traditional methods?
The technology is capable of quickly analyzing a large number of resumes effectively, identifying those that have the greatest synergy with the advertised opportunity. In this way, HR professionals save time, in addition to being able to increase reach and invite more people to the selection process. In addition, AI algorithms are capable, through the candidates’ responses to the tests, of offering complete information about their skills, personality and even cultural suitability for the position in question. Even through artificial intelligence it is possible to reduce unconscious biases, which are still responsible for eliminating many competent people from traditional selection processes, since the perceptions that recruiters have of candidates can be biased and are almost always based on criteria such as religion, sex, color, race and gender. Therefore, when a well-programmed AI solution is used, only technical factors will be taken into account, contributing to more diverse and inclusive hiring. Therefore, through technology , selection processes can be increasingly precise and assertive.
How can AI analyze candidate behavior during the selection process and provide relevant information for decision-making?
Artificial intelligence tools extract information from resumes and social media profiles, mapping candidates’ skills, experiences and qualifications. Algorithms compare this data to job requirements, identifying candidates with the greatest potential for success. In addition, AI evaluates candidates’ performance in online tests and virtual dynamics, such as games and simulations, measuring cognitive, behavioral and technical skills. This analysis identifies the strengths and weaknesses of each candidate, providing a complete picture of their capabilities. There are also AI tools that process the language used by candidates in interviews and written tests, evaluating aspects such as clarity, organization, vocabulary and tone of voice. This analysis can reveal personality traits such as creativity, proactivity, and communication skills. Artificial intelligence can also learn from historical hiring data to identify behavioral patterns and common characteristics among the company’s successful employees. This analysis allows us to predict the probability of success of each candidate, helping to select the most suitable talents.
How can Artificial Intelligence help reduce unconscious bias and promote more diverse and inclusive hiring?
AI can analyze CVs impartially, focusing on skills and qualifications relevant to the position, without considering factors such as name, age, gender, ethnicity or appearance, removing personal information from CVs such as photographs and names, to prevent recruiters from being influenced by unconscious biases. This intelligence can also create standardized online tests and interviews for all candidates, ensuring that everyone is evaluated fairly and consistently, analyzing candidate responses impartially, identifying those most qualified for the position, regardless of their background. or personal characteristics. AI can also analyze the language used in job descriptions and job advertisements to identify biases that may discriminate against certain groups of people and then suggest more inclusive and neutral terms to ensure that vacancies are attractive to all candidates, regardless of its origin or trajectory. Data analysis can reveal whether there are groups of candidates that are being disproportionately excluded at any point in the process. Through artificial intelligence it is possible to train recruiters on unconscious biases to avoid them in the selection process, providing feedback to selection professionals about their hiring decisions, helping them identify and correct biases in their evaluation process.
What precautions should companies take when implementing AI solutions in their staffing processes?
Companies must provide clear information about how AI will be used, what data will be collected, and how that data will be used. It is important to have measures in place to protect data against unauthorized access, misuse, and privacy violations. In fact, companies must ensure that candidates have access to their data and can request its deletion or correction. Candidates should be given the opportunity to consent or not to the AI’s use of their data. To do this, they must also choose reliable, high-quality AI tools that have been validated. Therefore, it is good to know if there is research that demonstrates its effectiveness. Companies should also ensure that tools are updated regularly to remain compliant with best practices. To prevent AI from perpetuating or amplifying existing biases in society, companies should audit AI tools to identify and eliminate algorithmic biases. In addition, it is necessary to ensure that the selection of candidates is carried out by a qualified human team, who can analyze the results of the AI in a critical and contextualized way. It is also essential to train recruiters on how to use AI effectively and responsibly, and that they understand the benefits and risks of AI, as well as best practices for its use.
How can we ensure that AI algorithms do not perpetuate existing biases during the hiring process?
Perform good algorithm programming.
How important is it to maintain a balance between AI efficiency and human knowledge in the candidate selection process?
It is crucial, especially to ensure a fair and efficient process that meets the needs of the company. AI offers several benefits, such as automating repetitive tasks, quickly analyzing data and identifying patterns, while human knowledge adds experience, contextualization and the ability to evaluate intangible aspects of candidates.
What measures are necessary to ensure the privacy and security of candidate data when using advanced recruiting technologies?
There are several necessary measures, such as obtaining free and informed consent from candidates before collecting their data; provide clear and transparent information on how data will be collected, used and stored; allow candidates to access, rectify or delete their data at any time; implement robust security measures to protect data against unauthorized access, misuse and privacy violations; encrypt candidate data during collection, storage and transfer; limit access to data to professionals who need to know it to perform their duties; anonymize candidate data whenever possible, before using it for analysis or training of Artificial Intelligence or Machine Learning models; remove personally identifiable information, such as name, address, and telephone number, from the data used for training; Provide candidates with clear and transparent information about how their data will be used.
Publish a clear and accessible privacy policy that explains how candidate data is collected, used and stored; allow candidates to access their data and understand how it is used; conduct regular audits to ensure that security and privacy measures are working effectively; monitor the use of candidate data to identify and correct any violations of privacy or security; train recruiters on the importance of candidate data privacy and security; train recruiters on how to use recruiting technologies ethically and responsibly; ensure that the collection and use of candidate data complies with current data protection legislation, such as the General Data Protection Law (LGPD) in Brazil; use recruiting technologies responsibly and ethically, focusing on selecting the best talent and not discriminating or excluding candidates.