Very typically, she responded to a classified ad in January. Then, again very typically, she received a preformatted email telling her that she had been selected for a job interview. In this same message, the company in question, SNCF, told him that the latter would take place online on an interface. That in other words, no one would be behind the screen.
On the big day, Anne Vulliez was nevertheless surprised by the method, namely clicking on a link, doing a brief test, then answering three written questions orally, in one minute each, timed in front of her, by activating your webcam. “ I barely had time to say hello, thank you, and it was already over”says this communications manager. A few weeks later, the candidate received a new email telling her, this time, that she had not been selected. “From start to finish, there was no human interaction”she is still surprised, even though she is open to new technologies. “Many companies want to show that they are innovative. But at a time when they need to put people back into their strategy, they often use artificial intelligence [IA] misuse. »
Writing job offers, filtering CVs, online tests… Generative AI, popularized at the end of 2022 by ChatGPT, and which consists of creating text from precise instructions, is an additional tool that is now being used at all stages of recruitment. In writing job offers, as recognized by L’Oréal or the consulting firm Ernst & Young (EY), but also during interviews. But this robotization did not wait for generative AI.
“Some companies are already using chatbots [robots conversationnels] who ask questions, record answers and claim to know how to “decode” the candidate’s facial expressions in the form of a “mapping of their emotions”, supposed to provide information about their personality », Confirms Gilles Gateau, the general director of the Association for Executive Employment.
Transparency
Carried out in the name of savings, these practices are also justified by their promoters by the fact that they do not convey more stereotypes than a traditional recruiter. Several cases have, however, revealed that these algorithms could be biased. In 2018, Amazon had to abandon the use of an automatic application sorting tool. The latter discriminated against women who applied for technical or web developer jobs.
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