IA Recruitment: L'Oréal uses bots and AI software to select candidates

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Global giants of technology as Amazon (AMZN) have led the charge – with algorithms feeding personalized shopping recommendations and personal stylists – but companies of all sizes have now embraced the technology of recruiting and managing their staff.
Among them is L & # 39; Oreal (LRLCF). With about a million candidates for about 15,000 new positions each year, the cosmetics company uses AI for streamline hiring.

"We really wanted to save time and focus more on the quality, diversity and experience of the candidates, and artificial intelligence solutions were, for us, the best way to go faster. on these challenges, "said Eva Azoulay, Global Vice President of L & # 39; s Human Resources Service.

The company uses Mya, a chatbot, to save time for recruiters during the first stage of the process. It processes routine requests from candidates and checks details such as availability and visa requirements.

If the candidates qualify for the next round, they will meet Seedlink, an AI software that will score them based on their answers to the questions asked.

These scores do not replace human judgment, said Azoulay, but they present candidates who might not seem obvious choices.

"We were able to recruit profiles that we probably would not have hired on their resume alone, like a technical profile for marketing or a financial profile for sales," she said.

The first results were promising. For an internship program – where 12,000 people apply for about 80 places – recruiters claim to have saved 200 hours of time by recruiting the most diverse group to date.

Monitoring the activity of the employees

Other companies have gone beyond recruiting and use the AI ​​to manage their employees.

Some British companies have started using Isaak, a system designed by the London-based company StatusToday, to track the number of hours employees have been online and the number of emails they have received.

London real estate agents, JBrown, have been using algorithm-based technology since March. CEO James Brown said it helps the company understand the habits of its employees and prevent them from overwork.

"This allows us to address bottlenecks and relieve overworked employees," he said.

Risky business?

Artificial intelligence is still far from reaching its full potential and technology presents risks.

The algorithms may have an unfair bias depending on their input data. For example, if an algorithm used for hiring was developed using data from a company that only employs men, it might be more likely to dismiss women.

This is one of the reasons why the European Commission unveiled this month's ethical guidelines for AI, for the sake of transparency and data protection. and fairness.
Another danger of AI could be its impact on jobs through automation. McKinsey estimates that the AI ​​could add $ 13 trillion to the global economy by 2030, with early users doubling their cash flow during this period. But the demand for repetitive or digitally unskilled jobs could drop by about 10 percent, the consulting firm said in a report published in 2018.

This creates a delicate situation for the bosses, said Anab Jain, director of the technology company Superflux.

"And if the trend you advocate around automation really affects you? What would be the loss of your work? What are the legacies you leave?" she warned.

Carla Howe, Agne Jurkenaite and Alex Sears contributed to the reports.

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