The management of human resources has changed a lot in recent years, and technology has revolutionized the way we work. Etalentum is a company that has innovation in its DNA. Two years ago, we already created, in a pioneering way, a robot based on a sophisticated Artificial Intelligence (AI) system capable of managing millions of data quickly and reducing the risk of automated rejections from Applicant Tracking System (ATS) software in the market.
Our system is a tool capable of managing, storing, interpreting, and responding to a large amount of content thanks to a sophisticated combination of algorithms applying Artificial Intelligence and Big Data and Business Intelligence analysis system. It is capable of extracting the most relevant competencies from each candidate and individually labeling each job offer, something that other conventional search engines cannot do with the same level of precision.
However, the use of all this technology should never lead to replacing the work done by human resources professionals, both those within the companies and those in external consulting, whom we consider indispensable for carrying out quality and personalized selection processes.
So, what is the technology used for then? Data analysis serves to define patterns of the best professionals since it allows identifying which characteristics, skills, or experiences successful candidates in similar roles have. It also allows improvements in recruitment channels as it enables knowing which ones are attracting the most qualified candidates. Metrics such as the number of applicants who become employees, the average hiring time, or the quality of applicants for the position can be used.
In data analysis, it is also important to consider that we should not only work with big data but also, working with proximity information is a rising value. Knowing it gives a differential value in the market, and this is only achieved by being in the territory.
On the other hand, thanks to technology, predictive analysis can be performed to identify factors related to staff turnover in a company. This allows taking preventive measures, such as offering development opportunities, recognition, or adjustments in compensation.
Technology is also important in post-hiring performance evaluation: data allows evaluating the performance of new employees and determining if your recruitment processes have properly identified the best talents. In addition to being able to identify areas of improvement in the integration and development of new employees. In this same sense, technology also serves us to carry out periodic analyses that allow us to identify areas for improvement.
