HRHub - Recruit candidates using matching Algorithms
This algorithm uses natural language processing to compare the keywords it finds in the job applicant's resume with the description of the vacancy to be filled. Each recruitment technician can execute this functionality as he designs his job offer and thus know if he has profiles that fit the vacancy he is managing at that time.

HRHub - Recruit candidates using matching Algorithms

This algorithm uses natural language processing to compare the keywords it finds in the job applicant's resume with the description of the vacancy to be filled. Each recruitment technician can execute this functionality as he designs his job offer and thus know if he has profiles that fit the vacancy he is managing at that time. The results you get indicate the similarity of an applicant's background to the job description in question based on the candidate's resume, cover letter, excerpt, and other documentation that they provided when completing their profile.

This concordance of artificial intelligence (AI) makes keywords very relevant when it comes to extracting the candidate's skills from the documentation and background with which they have been presented. Getting to automatically identify other additional skills that the candidate may have forgotten to mention but that are usually present in the documentation provided. In other words, the missing background data is corrected so that you can compare the profiles taking into account all the parameters.

Our AI-based matching technology has several possible application areas, such as: 

  • Automatic search for candidates within your database. Once you obtain the candidates that fit the offer that you are preparing to publish, the system would give you the option of registering those candidates in the selection process that you are managing or of sending them a notification so that they can register themselves. 

This automatically activates your database of candidates, by keeping an eye on those profiles that you already have and that fit with the offer to cover that you are publishing. Preventing your job portal script  from ending up filled with unclassified profiles and information irrelevant to the recruiting field in which you work. With the consequent improvement of your employer brand. You manage to maintain communication even with candidates who are not actively enrolled in any offer, but who are waiting for you to take them into account in the different management processes.

 

  • Limit tricky keyword searches by replacing them with a more contextual evaluation

You will no longer bypass certain candidates that are part of your database. Since you can view them according to their percentage of coincidence with the offer that you propose to publish at all times. You will also be able to access those candidates who either do not have a visually impressive CV or have not managed to get the right keywords. Accessing them according to the criteria that you mark, and with as many variables as necessary to reach that perfect combination so sought after.

  • Reduce bias and improve the quality of your recruitment activity

Matching through AI can give you an unbiased view of the hiring process. The HRHub AI only cares about the candidate's comprehensive background and skills. Therefore, the candidate's age, gender or ethnicity does not affect the AI ​​score (unless marked as a requirement).

  • Attract the right candidates and receive fewer irrelevant registrations

You'll save time and recruit more efficiently thanks to our AI that will automatically recommend the most suitable positions for your candidates. When you apply the matching engine before posting the offer on external portals, for example, you will get the candidates who match the offer you intend to cover and who are already part of your database. In addition, those same candidates that are part of your database will find the most appropriate positions for their profiles, so they will be more likely to register.

How to prevent AI-based matching functionality from discriminating against candidates

To prevent AI profiling tools from discriminating against candidates, it's important to keep these points in mind:

It is vitally important to use standardized data and to have the most complete candidate profiles possible. This will serve to adjust the measured values ​​on different scales by combining them through a common scale. This is important when taking into account the variability of the skills that are usually required in each case to fill a position.

But many times, the use of the company's own data for the design of an AI learning model like this is not enough. For example, if a company discriminates against women when looking for a job, an AI-based matching model will also learn to do so. At HRHub, we help companies to get rid of their biases when hiring by perfecting procedures through this automatic matching of profiles with vacancies to be filled, in addition to other functionalities that allow finding the candidate. before having the face-to-face interview. To do this, we only use real data offered by the candidates as the foundation and root on which our model is worked.

It is important that the user establishes certain methodologies for this learning model through matching. We recommend that this learning be guided by supervising the data that nourishes the system, for example.

AI can help streamline the hiring process in many ways, but it will never encourage you to reject applications based solely on AI. To build an job portal script, we use this AI-based matching algorithm to match candidates and to guide them through their job application process. This is a huge help to recruiters in making the hiring process more efficient, but the AI ​​will never decide who can be selected and who cannot. We only provide the means so that the decision of the recruitment and personnel selection technicians have all the data and facilities, thus increasing their confidence in the decisions they are making.