DIGITAL LIFE

Your resume is already selected by robots

An old concern of those seeking a job is to have their resume stand out in the middle of a pile of paper on the recruiter's desk. With the introduction of artificial intelligence in HR, the question remains: Will the robot read your resume?
Yes. Yours and all the candidates who register for the vacancies. According to Guilherme Dias, Gupy's chief marketing officer, robots are now able to read resumes and understand much more about candidate profiles in less time.
For this, companies start by choosing a sample of employees who represent the profile and performance similar to what they seek among the candidates. This group will respond in the Gupy profile test, which will create the "0 version" of the algorithm.
Then, after the vacancy is opened and disclosed, as the resumes are sent, Gaia comes into action, reading the text and cross-referencing the information for the job description.
"You can upload the pdf or fill out our form, the program understands what is written, so it's no use writing just keywords or excel several times. He will understand the skills described there and cross over with the information he got from the initial group mapping, "says the director.
Gaia's next step is to create a ranking of candidates, taking into account what they understood from the CVs, profile tests and other steps chosen by the company, such as an English test or logic test. According to the marketing director, there are more than 100 features that can be identified by AI.
Company recruiters will have access to this list to select interview professionals. As the company uses the platform and gives feedback on the candidates who advance in the selection and are hired, Gaia learns more about the ideal profile for the company.
Each process and learning is specific to each company that uses Gupy.
Gaia can learn, for example, that logic testing has little relevance to finding the best employees for a position, helping to hone the process itself. "With time saved in curriculum analysis, HR can think better of the process," says the diretor. The use of artificial intelligence is a novelty, but has already brought controversy. In 2018, it was revealed that the algorithm used by Amazon learned that the largest hires had been from men, then began to differentiate the ranks of female candidates with terms in the curriculum.
To avoid errors like this, Guilherme Dias says that the robot used by Gupy does not evaluate the gender when analyzing the initial profile and approved.
"We have a successful customer team that helps company managers use the platform well, so leaders and recruiters have the right mindset to use technology as an ally. For this, we have to write the job in the right way, without terms that can cause discrimination, like using terms in the masculine for the job, "he explains.
If the AI ​​is trained to ignore the gender field, it will not learn to distinguish in this category and this ensures the equality to qualify the candidates.
For him, the use of this technology for screening in selective processes is only at the beginning and will become increasingly efficient and common in the market. "We have a long journey yet. In the future, we will still have video and image analysis. The standard today is the text, "he says.
Another trend will be an improvement of the experience for those who try the vacancies, increasing feedback during the process. M. F.