AI in Recruiting: CV Analysis and Competency Definition

Introduction: AI as a Strategic Ally in Preparation.

The preparation phase of an interview is critical to the success of the hiring process.

Traditionally, this preparation involves manual job ad analysis and market research.

However, Artificial Intelligence (AI), and specifically tools such as ChatGPT, have emerged as a powerful third way to assist in this stage.

AI can be used to optimize two of the most critical preparation tasks: defining the key competencies to be assessed and analyzing candidate resumes.

Application 1: Definition of Key Competencies (The "What to Look For)

Identifying the 3 or 4 essential competencies for a role can be complex. AI can analyze a complete job description and extract the key requirements.

The Process: The method is to use a clear "prom pt" or instruction, such as, "What key competencies should I assess when interviewing candidates for the following role?".

Immediately following this instruction, the full text of the job advertisement should be pasted.

Refinement: The AI will process the text and generate a list of suggested competencies.

This first list may be too long (e.g. eight or more competencies).

The next step is to refine the request, asking the AI to prioritize: "From that list, which four competencies are the most important?".

The Result: The AI will provide a prioritized list that serves as an excellent basis for inspiration.

It is important to understand that the AI does not give a definitive answer, but rather organizes the ad concepts in a structured way, serving as a valuable brainstorming tool for the manager to define his or her approach.

Application 2: Resume Analysis and Screening (The "Who" Fulfills)

The analysis of resumes, a traditionally manual and time-consuming task (one by one), can be greatly facilitated with AI.

The use of artificial intelligence for this task brings speed, objectivity and consistency to the screening process.

The Process: The interviewer must "feed" the AI tool with the base documents: the job description, the job posting and the resumes of the shortlisted candidates.

The Prompt: Then, an instruction is written asking the AI to compare the candidates' CVs with the requirements defined in the advertisement and the company's values, highlighting matches and gaps.

Application 3: Defining the Interview Approach

Beyond screening, AI can optimize the interview strategy itself.

By analyzing a specific candidate's job description, advertisement and CV, AI can suggest what the main focus of that interview should be.

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