The field of predictive recruitment continues its exponential development and brings together more and more actors, historical HR companies or newly positioned start-ups. All work towards the same goal: to facilitate a quick search for candidates and at the best cost.
After the dating sites, the matching trend now extends to the HR sector and the algorithms are now used to identify the ideal candidate for recruitment. They analyze the affinities, similarities or differences that make a candidate fit or not to a defined profile.
In practice, this involves collecting data on candidates before they are processed using an algorithm that must lead to a comparison of the result obtained with a job profile defined by the employer via other criteria.
Identifying candidates with the best chance of integrating the workforce
The first goal of the HR algorithm is to sort through, find the candidates whose profiles best meet the expectations of the company and predict how the future employee could fit into a team and s’ to hear with his supervisor. The founder of AssessFirst, David Bernard, said recently that their algorithm even allowed to visualize how a candidate could flourish within a given company and calculate the affinity between two people.
Available technologies are beginning to invade the market, and companies working in the field of predictive recruitment are becoming more numerous, even though the sector is very recent. Indeed, less than half of recruitments in France go through the internet and a study by the Dares still highlights the importance of the network in the search for a candidate.
However, the sector should develop rapidly and benefit from a concentration of players with the arrival of giants like Google for example, the latter having already developed its HR solution “Google for Jobs” in the US market.
Saving the company money and time
Using HR algorithms would save businesses time and money by speeding up the linking phase.
For example, Le Bon Coin has just acquired Kudoz, a start-up specializing in executive recruitment and predictive recruitment. This should enable the Bon Coin to make the most of the average of 3,000 job ads posted on its site per day and to consolidate its HR services offer.
The limits of algorithms
However, we must weigh the contributions of algorithms to the job market and recall their limits. Successful recruitment can not simply be based on the processing of data by an algorithm, there must be good complementarity between the actors.
The CNIL prohibits decision-making justified solely by the automated processing of personal data and recalls that the use of these tools can even be dangerous if they fall into the hands of malicious people.
However, Pôle emploi, the leading organization in charge of employment in France, is also progressively integrating algorithms into its activity. Evidenced by the launch of its own application “The good box” which presents a selection of companies likely to recruit based on an algorithmic model to encourage job seekers to apply for a spontaneous application.
For the Digital Director of Pôle emploi, Reynald Chapuis, making the predictive does not make any sense, however, if the human being is not taken into account in the recruitment process and he insists on the importance of quality and quality. certification of the data.