Remote supervisor: companies have started using AI when recruiting employees

Russian companies have started using artificial intelligence in the selection of candidates. Previously, HR specialists spent about a month searching for a specialist, but today neural networks have reduced this time by almost half. AI will search for suitable specialists in resume databases, social networks and on professional platforms, automatically selecting top candidates based on experience and skills. After the candidates complete the test tasks, the neural network will compare them, and then a suitable specialist will be selected for the interview and hiring. Currently, there are 5% of companies in Russia that systematically use AI in the selection of specialists. In which areas such recruiting services are most effective, see the Izvestia article.

Which companies have implemented AI for employee recruitment

In Russia, artificial intelligence has begun to be used in the selection of candidates. Today, 5% of companies implement neural networks systematically, integrating them into key business processes. The full use of AI requires serious training at the level of the entire organization, the press service of Avito Rabota told Izvestia.

"Many companies have already started testing and using AI to solve individual tasks, such as automating candidate filtering or compiling preliminary lists of applicants," the company noted.

They added that AI recruiting services are most effective in areas with massive regular hiring: retail, logistics, manufacturing, telecommunications (call centers), the banking sector and HoReCa (hotel and restaurant business).

For example, Pulse (the Sbera Group of companies), Kaspersky Lab, and Yandex have already partially implemented such solutions.

Artificial intelligence now acts as an assistant to HR managers, capable of taking over routine operations such as candidate search, screening, and meeting arrangements, said Yaroslav Tretyakov, CEO of Pulse Companies. According to him, the role of HR managers will change slightly, but it cannot be said that robots will completely replace them. It will become more strategic and will involve supporting employees and unlocking their potential.

Elena Mikheeva, head of the recruitment department at Kaspersky Lab, told Izvestia that AI tools help the company's HR specialists optimize routine tasks, including structuring job descriptions based on information about candidate requirements, tasks, and remuneration.

— Hiring decisions should still be left to the recruiter or manager, since often a correct assessment of a candidate requires not only mechanical data analysis, but also live communication, and on the part of the recruiter, knowledge of internal processes in the company and understanding of the needs of teams, developed soft skills, and so on. next," she explained.

Neural networks are effective in finding and hiring new employees, for example, for creating vacancies based on responsibilities and necessary competencies, analyzing and summarizing resumes and interview results, as well as primary communication with a candidate, says Artur Samigullin, head of the product ML department at Yandex Cloud.

In his opinion, AI can be used to evaluate resumes for the necessary competencies of a vacancy.: This is especially in demand for closing line positions in retail and other areas with a large flow of candidates. However, the final decision on hiring an employee remains with the relevant HR specialist, he stressed.

— We have also implemented LLM assistants into the internal processes of Yandex. For example, recruiters most often use YandexGPT to summarize meetings and chats with candidates, create queries for Boolean (structured) search to find the most suitable candidates, and marketers write banner texts and select keywords for landing pages," said Arthur Samigullin.

Artificial intelligence will significantly change the entire labor market in the coming years: generative neural networks will take on simple tasks that can be clearly formulated. The need for specialists who are ready to work only according to the instructions is already gradually decreasing. And this trend will only intensify, added Daria Figurkina, Director of Talent at Swordfish Security.

Will new technologies be able to replace managers

AI solutions help both HR specialists, allowing them to significantly reduce the time spent on analyzing databases and selecting a suitable candidate, and job seekers, making the employment process more accessible and transparent, MTS AI believes.

Today, the company is developing AI agents for recruitment - a virtual HR specialist who will help optimize the hiring, adaptation and retention of employees, the company's press service noted.

"The work plan will look like this: it all starts with job analysis — the system will use technology to identify key skills, create an ideal candidate profile and correlate it with the data of successful employees and market trends," they said.

Next, the AI will search for suitable specialists in resume databases, social networks and professional platforms, automatically selecting top candidates based on experience, skills and indirect signs, such as, for example, the frequency of job changes. This will significantly reduce the workload of recruiters, emphasized MTS AI. After the candidates complete the test tests, the neural network will compare them, and then a suitable specialist will be selected for an interview and hiring.

The use of neural networks in personnel selection is a logical step in the development of HR technologies. This approach is especially relevant for large organizations where thousands of applications have to be processed, and for areas where it is important to quickly find specialists with rare competencies, said Anton Nemkin, a member of the State Duma Committee on Information Policy, Information Technology and Communications, federal coordinator of the Digital Russia party project.

— AI allows minimizing the human factor in primary selection, which can reduce bias and increase the objectivity of decisions. However, it's important to keep in mind that algorithms aren't perfect either. If you rely entirely on AI, you may miss out on promising candidates whose resumes do not meet the template criteria, but who could fit in perfectly with the team," he told Izvestia.

Therefore, a combined approach remains the best option: using AI for initial selection and analytics, but with the mandatory participation of recruiters at the final stages. With the right approach, AI will not become a substitute for HR specialists, but a powerful tool for their work, he concluded.