Finding the right person to hire that fulfills various requirements (both hard and soft skills) is not an easy task. In these digital times where people are creating a lot of unimportant data and have many simple ways to apply for any job, even though they do not meet minimum standards, it might be a nightmare for human resources analysts to recommend the best candidates.
Screening manually all CVs and cover letters is not only boring but also prone to human errors that may result in hiring not the right person or skipping the best candidate. This ‘challenge’ may also create unnecessary operational and compliance (e.g. GDPR requirements) costs for the company that processes many documents for various positions. In addition, bias or discrimination may emerge as we are only humans. The whole process of hiring people may become therefore a real issue for the company.
This is a moment when you can consider automation of this process (or a part of it) with the support of natural language processing methods and solutions. A well-trained and operated model of so-called artificial intelligence may easily, effectively, accurately, and swiftly help you in screening candidates and finding phrases, certifications, or other relevant information that may be (or not) included in candidates’ recruitment documents. Based on such analysis and comparing it with previously set-up requirements and goals (and of course representative number of candidates) such model may recommend certain persons for interviews or even hiring.
But wait, what with justification? I must show why I have decided to choose one, not another. Good question. Everything can be done, and we understand that transparency and explainability are important. Models that are using NLP can be created as open boxes that will be able to show parameters, factors and wages that were assigned to each candidate. Such models may also explain in natural language why a particular decision has been made.
NLP models like other ‘AI’ models will require your attention and some effort at the beginning. Screening of your employment policy, procedures and other relevant documents may be required to ensure that no single element of your uniqueness is lost, or expectations not met. You want to be sure that the right people are recommended and hired. It will be of course your decision who to hire but the support you will get by automating this process is significant.
But this is not all. You can use NLP techniques also to screen your existing base of employment contracts to find information that is relevant for you (e.g. non-competition clauses or termination periods). You will not have to go manually through tones of documents but simply set the information you are looking for and click ‘search’ to get in minutes not hours. Imagine other possibilities it creates for your company. Maybe it will be just a step forward to get more?
