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Artificial and Virtual Intelligence in HR?!

Cartoon robot sitting in line with applicants for a job in front of a human resources office, EPS 8 vector illustration

The most exciting digital trends in HR software include artificial (and virtual) intelligence and big data. Which applications are relevant in HR and how can these change recruiting, employee and talent management as well as the collaboration within the company? Do you even have the potential to change HR management?

Digitization trend: big data

Big Data is a key word that has been haunting the heads of HR decision makers for a long time. At the beginning Big data has to be understood as huge amounts of data collected from a wide variety of areas: the Internet, radio, social media, virtual assistive devices and, and, and. As long as data were unstructured, companies could not do much with it. In connection with Artificial Intelligence (AI), however, new possibilities open up. For HR, there are now a variety of software solutions that link Big Data and AI together.

Virtual assistance for Active Sourcing

For example, modern active sourcing tools help recruiters to find candidates for direct sourcing approach. Behind that are applications that are not only searching through big amounts of data in the network for useful information, but also prepare them specifically for the user. For example, they browse thorough (resume-) databases, social media such as Twitter, Facebook and Co. according to well-defined criteria for candidates who fit into a vacancy. They use information from business networks such as Xing or LinkedIn for search and synchronize them with the requirements for a job. Even relatively unknown special communities like Github or Stackoverflow are not left out. For a good reason: Here, particularly rare IT talents exchange about professional content. With active sourcing tools recruiter irrupt these areas on the Web, which conceivably stay closed to them during manual search. After matching the information found with the skills sought for a job, the digital Active Sourcer presents the recruiter a ranking with the best candidate hits. Searching, matching, preselecting – all this happens within seconds. A recruiter would need several days.

Are big data searches compatible with privacy?

However, there is always a point in modern talent search engines that worries HR: PRIVACY. The question that arises: Is the large-scale technical search for candidates in the network conform with the legislation? The answer is yes! The background is that HR search engines only compile data that is available in public sources. These may be legally collected and stored. This will not change even when the new European Data Protection Regulation enters into force in May 2018.

HR trend theme chatbots

But big data in connection with artificial intelligence can do even more. A very hot trend topic in the HR software area is chatbots. What sounds like humanoid robots in the first place is really a virtual system for communication tasks. For example, different websites offer chatbots instead of a classic FAQs list. Customers enter their question in a window that looks like a messenger. Only that the answer does not come from a coworker, but from a Chatbot, which selects the suitable from a multiplicity of answer possibilities. This is much faster than scrambling for long lists to find the right answer.

Published in[:de]Digitalisierung[:en]Digitalization[:de]E-Recruiting[:en]E-Recruiting[:de]HR Trends[:en]HR Trends[:de]HR Wissen[:en]HR Know-howAllgemeinTalentmanagement