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The selection process for job openings is one of HR's greatest challenges. Many companies still find themselves stuck in old recruitment models, with manual resume screening and activities that make the entire process exhausting and often inaccurate. The arrival of new technologies in the world tends to increasingly improve different types of processes. Candidate recruitment is one of them. The advancement of the internet, the emergence of artificial intelligence, and computer vision come as a way to simplify and transform this entire process into a faster and easier task. In this article, we talk a little about how computer vision can be important for finding the perfect candidate. Happy reading!
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What is computer vision?
First of all, we need to understand what the term computer vision means. Broadly speaking, it is a type of artificial intelligence that seeks to analyze, interpret, and collect information that is relevant for decision-making. This information, quite often, can be images, videos, or even documents. The idea is to simulate human vision, but with everything being executed by a computer. Currently, computer vision is present in several applications. From routine banking activities to laboratory tests, and even in the operation of autonomous cars. But our focus here is to talk about it in recruitment and selection processes.
How can computer vision help in candidate selection?
The use of this type of technology can be very advantageous for the HR of many companies. When we post a job opening, it is very common for several candidates to submit their resumes. And, often, the vast majority of these do not fit the position in question. A human analysis of each resume can take a considerable amount of time, increasing response time, hindering the evaluation of candidates, and even complicating the company's situation. Computer vision comes in to assist recruiters in this process, speeding up the resume reading stage more and more.
But how does this work?
Everything is much simpler than it seems. The computer vision system has software capable of analyzing all the data of the received resume, whether printed or digital. Thus, it is possible to screen those candidates who actually meet the prerequisites of the vacancy. Also read: Artificial Intelligence and business management: how does it work?
What are the advantages of using computer vision in recruitment processes?
As can be understood, the use of AI and computer vision in recruitment processes brings a series of advantages to HR. According to an article published by Forbes magazine, the use of AI in HR can go far beyond recruitment. In the text, the publication lists some points such as: • Automated scheduling of interviews.
• Resume analysis, sending emails, and more assertive communications with candidates, establishing a foundation for more relevant interviews.
• Deeper analysis of candidates through AI, with topics such as "profile definition," "how they thrive on challenges," "which activities they dedicate more energy to," among others.
• Facial recognition can help understand emotions and reactions during screenings and interviews.
Today, there are already several platforms that use these technologies. And there are several advantages they bring, including: • More effective and democratic candidate selection.
• Reduction of costs and turnover.
• Greater agility in the process.
• Increases candidate engagement, promoting a better experience
Will AI replace the professional?
Seeing technology take over the market always triggers an alert for some professionals. The question many ask is: "will I be replaced?". In another article on our blog, we talked about this subject. And we return to it here to place it within HR. The answer is the same: no. AI will not replace the HR professional. Even with the arrival of this type of technology, the human touch and work are still essential and indispensable. Now, new challenges will arise for managers and professionals in the areas, who will need to learn and update themselves more and more. It is also important to highlight that, throughout the recruitment process, there are characteristics in candidates that can only be observed and understood by people. The so-called soft skills are often observed during interviews and are not as obvious on resumes. Thus, the use of computer vision in recruitment and selection processes aims to improve the activity and deliver more assertiveness. The professional remains a key player in choosing the ideal candidate, now having a tool to assist and speed up activities that used to take up time and cause some problems.
Fabio Caraça
Fábio Caraça is the Chief Growth Officer at Pix Force. He leads Pix Force's transformation into a scalable SaaS operation, combining strategic vision, culture, and high-impact execution.
