the world of recruitment is questioning the makes use of of AI | EUROtoday

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Very usually, she responded to a categorised advert in January. Then, once more very usually, she obtained a preformatted e mail telling her that she had been chosen for a job interview. In this similar message, the corporate in query, SNCF, informed him that the latter would happen on-line on an interface. That in different phrases, nobody could be behind the display.

On the large day, Anne Vulliez was nonetheless stunned by the strategy, particularly clicking on a hyperlink, doing a short take a look at, then answering three written questions orally, in a single minute every, timed in entrance of her, by activating your webcam. “ I barely had time to say hello, thank you, and it was already over”says this communications supervisor. Just a few weeks later, the candidate obtained a brand new e mail telling her, this time, that she had not been chosen. “From start to finish, there was no human interaction”she continues to be stunned, despite the fact that she is open to new applied sciences. “Many companies want to show that they are innovative. But at a time when they need to put people back into their strategy, they often use artificial intelligence [IA] misuse. »

Writing job offers, filtering CVs, online tests… Generative AI, popularized at the end of 2022 by ChatGPT, and which consists of creating text from precise instructions, is an additional tool that is now being used at all stages of recruitment. In writing job offers, as recognized by L'Oréal or the consulting firm Ernst & Young (EY), but also during interviews. But this robotization did not wait for generative AI.

Also read the survey: Article reserved for our subscribers From ChatGPT to Midjourney, generative artificial intelligence is taking hold in businesses

“Some companies are already using chatbots [robots conversationnels] who ask questions, record answers and claim to know how to “decode” the candidate’s facial expressions within the type of a “mapping of their emotions”, supposed to supply details about their character », Confirms Gilles Gateau, the final director of the Association for Executive Employment.


Carried out within the identify of financial savings, these practices are additionally justified by their promoters by the truth that they don’t convey extra stereotypes than a conventional recruiter. Several instances have, nonetheless, revealed that these algorithms might be biased. In 2018, Amazon needed to abandon the usage of an computerized software sorting software. The latter discriminated in opposition to ladies who utilized for technical or net developer jobs.

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