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Recruitment: AI and Psychometric Testing Are Changing the Hiring Landscape
The integration of technologies such as artificial intelligence and the importance of psychological testing have transformed the dynamics of hiring, ensuring quality and agility in the process.
With the implementation of new technologies and tools, recruitment has changed; some stages have been modified, and in turn, some processes have been simplified for the benefit of both the recruiter and the applicant. Learn about the innovations that ensure quality and agility.
Psychological tests
Víctor Mendoza, CEO of Innova Hunting Group, emphasized to Gestión the importance of administering these types of tests to applicants in “the first stage so that the person does not advance unnecessarily.”
“Companies aren’t just focused on a candidate’s emotional side, but also on their values—whether they align with what the company is looking for or trying to project. It’s a stage that can eliminate you from the selection process if you don’t meet the qualifications the position requires,” he warned.
The psychological assessment will help determine whether the candidate is suitable for the position, whether they possess the right values, or whether they suffer from any disorder that could affect their ability to perform their future duties.
For her part, Sandra Cubas, regional managing partner at Cornerstone, explained that job profile assessments have a significant impact on selection processes since they constitute “approximately 30% of a candidate’s total evaluation.” To enhance this percentage, she recommends conducting group dynamics exercises.
New Developments in Recruitment Processes
1. Soft skills
In some cases, these competencies are prioritized over the experience or certifications a candidate may possess, since they are harder to teach than the technical knowledge required for a position.
“There is a growing emphasis on assessing Power Skills, such as leadership, teamwork, and communication. These skills create a stronger connection between the company and its talent,” says Sandra Cubas.
One of the most notable changes is the ability of artificial intelligence to filter resumes based on the keywords they contain.
“If I’m looking for a logistics manager specializing in procurement, the AI will search for all CVs containing the keyword ‘procurement.’ If the CV doesn’t have it, it won’t be considered,” explains Víctor Mendoza.
For this reason, the specialist recommends that candidates prepare more thoroughly for a job posting because AI only recognizes keywords. The evaluation is entirely objective; it will not perform an analysis.
This tool saves time because it will only select the resumes the recruiter needs. However, it also has disadvantages, “namely that it can exclude highly qualified professionals who don’t have a well-structured resume.”
