They are called recruiting robots, artificial intelligences, automated recruiting software, chatbots, Applicants Tracking Systems (ATS) and some consider them to be the new trend of the hour in recruiting. Wondering what they are, how they work and if they are really effective? Technogénie has prepared a series of two articles to help you see things more clearly.

Let's take a quick tour of the different automated recruiting software and explore how they work.

Help sorting through your stacks of resumes

Applicants Tracking Systems (ATS) are software that allow you to quickly sort several resumes. How do they do it? Simply by analyzing the content of CVs according to keywords and criteria pre-established by the recruiter (diplomas, skills, work experience, etc.). Their role is to find the applications that best correspond to the position to be filled and to propose them in priority to the recruiter. The latter may ask the artificial intelligence to focus on certain points rather than others.

An interview with a robot. Really?

Some companies use chatbots to answer customer questions online, manage customer service, and even conduct the first wave of job interviews. Chatbots are able to ask questions and answer candidate queries, using an instant messaging application. Sometimes they do it so well that you might even forget you're talking to a machine. But they have their limits. This will be the subject of a future article.

Homework to do

Some artificial intelligences will even complete the first interview stage by asking the candidate to take additional tests. The recruiting robot could, for example, ask him to take a multiple choice test.

Do you think this all sounds interesting and like the idea of saving time in your recruiting process? Not so fast. Artificial intelligence will never replace a real recruiter. We tell you about it here.