Artificial Intelligence in Human Resources: How Recruiters Use Bots & Robots

We are in the age of intelligent “bots”. But how can HR-Manager artificial Intelligence and use robots for themselves?

Artificial intelligence makes life easier for us

In her hit “Mr. Roboto ”from 1983 sang Styx:“ My heart is human, my blood is boiling, my brain IBM ”In“ Progressive Rock ”of the 1980s it was still a vision, but more than 30 years later, the topic of artificial intelligence is more relevant than ever.

By the time of Styx, however, most left People in a robot with AI from an android im Style from C3PO. However, technological development has shown that robots do not necessarily have to have human traits or even a shape to interact in a personal way.

The Age of Intelligent Bots

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All devices, from the speakers in our apartment (Echo from Amazon) to our cars (Autopilot from Tesla), have intelligent software programs that make our lives easier and through which we can concentrate on more important and interesting things. We are in the age of intelligent “bots”.

We're part of a self-service generation that grew up with Google. It is therefore a very natural development for us that our kind of Communication also transfers to other areas. For example, HR managers should consider using chatbots for shared services.

This not only simplifies administrative processes and provides employees with relevant information fast are made available, but it also relieves the HR teams, which can thereby focus on more strategic initiatives such as the Employee Engagement and can dedicate to employee satisfaction.

How to use Recruiter Bots?

When I think back to my time at a large bank in Germany, I realize that I had to spend a large part of my working hours answering the same simple questions over and over again on the phone Ask to answer instead of focusing on more important ones Tasks to be able to concentrate. The work would have been much more productive if the customers/Candidates received the information they needed quickly and easily from a chatbot on the website or in a mobile app.

The same applies to an HR manager who wants to have an overview of the performance and productivity of an employee or a group: with the help of a chatbot, such data can be queried quickly without the HRSystem has to be laboriously searched through or fished out in a lengthy manner from any subfolder of a subfolder. The switch to bots represents a fundamental change in the interaction with software.

What do bots bring in management?

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A key benefit of AI am Workplace is that software decides without prejudice. The Asset ManagerCompany Hong Kong-based Deep Knowledge Ventures made headlines a few years ago when it gave a seat to its board of directors for a rudimentary AI algorithm to subject investment decisions to “independent” judgment and a vast amount of data no human could ever analyze.

In strategic management as in operational Recruiting – Prejudice hinders innovation. I firmly believe this Problem through the objectivity in the decision making can be cleared out of the way of a machine.

Overcome prejudice

Deep Knowledge Ventures provides a good example of a company that is at the Planning of the Future of Company and his Employees goes beyond prejudiced thinking. People believe that they can judge other people accurately or predict their actions - umpteen studies show the opposite.

However, some factors cannot be accounted for by a computer. And that's just as well. "Social Fit" or "creativity” can currently only be assessed by humans. However, in the early stages of recruiting, bots can help companies generate a large Network to activate in the search for qualified employees.

Change is good

The human brain is so poisoned that it tries to protect us from potential threats. So it is not surprising that many people are afraid of the much-bored job loss due to automation and robots.

Horrorszenarien but I think for greatly exaggerated. It is true that some traditional professions will be omitted. At the same time, new roles will also be created. Such a development already existed with the advent of PCs, when they suddenly suddenly accelerated many processes that were previously executed by people. There is almost no office activity today, which does not require the use of computers.

Progress through simplification

Progress at work ultimately means only an acceleration and simplification of the activities. Given this fact, HR managers should open up to the increasing influence of bots and consider how AI can be deployed in order to find and, above all, to keep more productive and committed employees.

So I would like to say again: "Arigato, Mr. Roboto!" - Thank you for relieving us of the annoying tasks.

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