La tecnología avanza vertiginosamente y ha llegado a las áreas de Recursos Humanos, por lo que no solo permite hacer más eficientes los procesos de trabajo, sino también el modelo de reclutamiento de las empresas que, mediante algoritmos ejecutados por inteligencia artificial, realizan diversas evaluaciones a los aspirantes a un puesto de trabajo.
El proceso tradicional de reclutamiento consta de la recepción de las credenciales de los aspirantes, para después convocarlos a una entrevista directa, sin embargo, actualmente se han implementado procesos que permiten a un software no sólo encargarse de la recepción de las hojas de vida, sino también realizar pruebas para medir el comportamiento del solicitante en diversos escenarios de trabajo.
A través de algoritmos programados, el software enfrenta al aspirante a diversos eventos simulados acordes al puesto solicitado, de manera que la computadora puede registrar las decisiones que tomaría el trabajador en caso de ser contratado, ya sea en un escenario de alta presión o con severas consecuencias en caso de fallo.
Entre los elementos que la computadora también evalúa se encuentran las capacidades intelectuales, tales como la agilidad mental y tiempo de respuesta, así como la ética profesional y la forma en que el aspirante se relacionaría con sus compañeros. De esta manera la empresa puede programar ejercicios que pueden diagnosticar si el perfil del aspirante va acorde con la visión y requerimientos profesionales de la firma.
Participación del valor humano
En Atento, por ejemplo, se ha logrado captar recursos humanos de gran valor, desde niveles operativos hasta gerenciales, a través de las redes sociales; e incluso de aplicaciones de mensajería como WhatsApp, para empresas de sectores como telecomunicaciones, banca, retail y aseguradoras, entre otros, con lo que se inicia el proceso de postulación del candidato.
No obstante, a pesar de contar con programas sofisticados que ayudan en el reclutamiento, la participación del valor humano está lejos desaparecer, ya que este proceso de evaluación mediante inteligencia artificial forma parte del primer paso de un proceso conocido prehiring, el cual se compone también de pruebas psicológicas realizadas vía internet y presencial por parte de un evaluador humano.
Posteriormente se llega al proceso de evaluación presencial y entrevista, con los cuales, gracias al diagnóstico realizado por la computadora, se mejora en 35% la predicción de efectividad que tendrá el nuevo trabajador, y de esta manera se logra personalizar el proceso de selección y optimizar la toma de decisiones al momento de realizar la contratación.
Atento ha identificado que el proceso de prehiring incrementa la posibilidad de contratar al personal indicado, lo cual se traduce en aprovechar mejor el tiempo, dinero y reducir la rotación.
La ciudad de Bad Hersfeld también espera beneficiarse de la prueba PostBOT, ya que se proporcionará un dispositivo a un empleado municipal que distribuye el correo entre las oficinas municipales.
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Sister Shengnan, Director Ke, maybe he was abandoned by the company I don t know
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La tecnología avanza vertiginosamente y ha llegado a las áreas de Recursos Humanos, por lo que no solo permite hacer más eficientes los procesos de trabajo, sino también el modelo de reclutamiento de las empresas que, mediante algoritmos ejecutados por inteligencia artificial, realizan diversas evaluaciones a los aspirantes a un puesto de trabajo.