Artificial intelligence in the service of recruitment
Posted: Sun Jan 12, 2025 3:45 am
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The game format is also a new method that is very popular. It is possible to offer different types of games, such as puzzles or codes to find quickly. It is also possible to offer a serious game. For example, it could be a case study that will allow you to see the responsiveness and logic of the candidates. These games are often played in groups. This is a technique that is very popular with different departments such as sales, marketing, or HR. This technique has found its audience because it is very attractive and allows you to see the candidates in a natural situation.
The MRS simulation
This technique allows 99 acres database you to do without a CV. It can therefore prove to be a real time saver. This method is enjoying increasing success and is now used by Pôle Emploi. Candidates are summoned and are faced with issues related to the position in question. The recruiter will then observe them during specific missions. Behavioral skills, but also technical skills will be observed and judged in "real life".
Involve employees
This is a technique that is enjoying interesting success. As proof, recruitment films are enjoying increasing success. "Using" your employees is now an essential technique, because they are in fact unrivaled ambassadors for a company. They are able to talk about the company they work for and can thus respond to applicants' requests in the best possible and more human way. Co-optation, even if it is still little known and used, is nevertheless a very interesting and truly effective tool.
Having become essential today, AI is also a major asset for recruiting candidates. It is used primarily to reduce repetitive tasks related to recruitment. Scanners will be able to analyze a very large number of CVs efficiently and quickly. AI will also be a very interesting tool for studying old job offers and using them optimally to create new, more impactful ones. It is also very useful for sourcing and finding new candidates who particularly match needs. This Artificial Intelligence can also integrate chatbots and thus facilitate (and automate) contact with candidates, for example. It is ideal for automating the recruitment process and therefore saving time. It can also adapt to the candidate selection methods used and complement them for optimal recruitment.
The game format is also a new method that is very popular. It is possible to offer different types of games, such as puzzles or codes to find quickly. It is also possible to offer a serious game. For example, it could be a case study that will allow you to see the responsiveness and logic of the candidates. These games are often played in groups. This is a technique that is very popular with different departments such as sales, marketing, or HR. This technique has found its audience because it is very attractive and allows you to see the candidates in a natural situation.
The MRS simulation
This technique allows 99 acres database you to do without a CV. It can therefore prove to be a real time saver. This method is enjoying increasing success and is now used by Pôle Emploi. Candidates are summoned and are faced with issues related to the position in question. The recruiter will then observe them during specific missions. Behavioral skills, but also technical skills will be observed and judged in "real life".
Involve employees
This is a technique that is enjoying interesting success. As proof, recruitment films are enjoying increasing success. "Using" your employees is now an essential technique, because they are in fact unrivaled ambassadors for a company. They are able to talk about the company they work for and can thus respond to applicants' requests in the best possible and more human way. Co-optation, even if it is still little known and used, is nevertheless a very interesting and truly effective tool.
Having become essential today, AI is also a major asset for recruiting candidates. It is used primarily to reduce repetitive tasks related to recruitment. Scanners will be able to analyze a very large number of CVs efficiently and quickly. AI will also be a very interesting tool for studying old job offers and using them optimally to create new, more impactful ones. It is also very useful for sourcing and finding new candidates who particularly match needs. This Artificial Intelligence can also integrate chatbots and thus facilitate (and automate) contact with candidates, for example. It is ideal for automating the recruitment process and therefore saving time. It can also adapt to the candidate selection methods used and complement them for optimal recruitment.