According to Natalia Russo, head of expansion at Seeds – an AI-based platform for business management and talent search – she said that this type of technology manages to reduce costs in hiring processes by 20% and reduce their time by 75%. In her words, a traditional recruitment process can take between 45 to 60 days, while by applying AI it extends to a maximum of 10 days from the presentation of candidates to the selection of a person.
The way platforms like Seeds work is through a database of candidates that is analyzed by an AI algorithm, which looks for particular skills to fill a vacancy, in this way discriminating profiles that do not meet the requirements and matching those that do.
Russo points out that in addition to saving time and costs, companies also have a greater chance of finding the most suitable person for the position compared to an “analogous” hiring process.
Of the 100% of people who start a project in a company through Seeds, only 8% say that it was not what the company or the employee expected, something that happens in the first three months. Russo points out that in a typical method this figure of dissatisfaction is between 35 and 40%.
AI biases
Although AI has shown that it can be an ally in the spaces where it is applied, the biases it can present continue to be an area of opportunity.
In 2014, Amazon had been working on CV screening programs to streamline these HR functions; however, in 2015 the company discovered that the system was not gender neutral and discriminated against women for software and other technical positions.
This was because Amazon’s computer models had been taught to screen applicants by looking at patterns in resumes submitted to the company over a 10-year period. Most were men, due to male dominance in the tech industry. The company eventually abandoned the project in October 2018.
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