AI in Talent Acquisition
Legal Consideration for Modern Recruitment in EU
(article by M. Katsioti and E. Maratou – Associates published on Lexology, August 26 2024)
Introduction
One area where Artificial Intelligence (hereinafter referred to as “AI”) has made a substantial difference is Human Resources (hereinafter referred to as “HR”). The implementation of e-recruitment information systems and AI tools has revolutionized the way companies attract and recruit talented individuals. These technologies optimize the recruitment process, making it more efficient and effective.
This article will provide an overview of how AI-based e-recruitment systems work and their benefits for a company, including real examples. Additionally, it explores legal and compliance aspects associated with these technologies and particularly with AI, providing a legal understanding of their implications in the HR domain.
A. The AI-based e-recruitment system and its benefits for a company
An AI e-recruitment system collects data from job applications and analyzes it to assess hard and soft skills, previous experience and personality traits. It screens applications to match them with job descriptions, rejecting those that do not fit and ranking successful candidates for further human-based screening. Data can be collected through CV submissions, interview with pre-recorded questions, LinkedIn profiles, online questionnaires, games (memory, reaction, decision-making and problem-solving games) or chatbots on the company’s page. This automated pre-screening and ranking process is more effective and targeted, reducing the number of candidates to be interviewed by human and saving significant time and resources for Human Resources managers.
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Lexology Link:AI in Talent Acquisition: Legal Considerations for Modern Recruitment in EU- Lexology
