We have written this book to paint a clearer picture of what Artificial Intelligence and especially what it is not. In this way we can make a distinction between what applications exist today, what science is capable of today, but also what still fully belongs to free fantasy. The difference between "science" and "science fiction".

With this book we hope to convince the reader that AI can currently be an extension that will make people better but not replace them. The only thing AI will take over from HR at the moment are a number of mechanical tasks, which will allow us to make more free time for the human side of HR. And that is ultimately a very nice goal.

Jobs will look different in the future through AI - How can AI help in the recruitment of those jobs?

You should see AI primarily as an extension of people. Jobs will certainly look different in the future, but that is nothing new. If you consider what the industrial revolution has meant for working, then it seems especially fascinating to consider what people can achieve with the help of AI! We will all see our productivity, cognitive capacity and efficiency multiply.

Recruiting is a very complex matter. A recruiter must already have many different skills today. Only new skills will be added in the future. To begin with, you have to consider a huge number of parameters in order to determine the precise 'hiring need'. You will then have to find the suitable candidate and convince him / her to apply. And all this in less and less time ...

AI will initially help to process the enormous amount of data that is needed to find this ideal candidate and to match him / her to the specific role within this company.  

Subsequently, AI will enable you to send the perfect personalized message to each individual candidate in order to respond to their specific wishes and ambitions. In the book we also elaborate on 'digital sourcing' of candidates.

“AI will in the first instance help to process the enormous amount of data that is needed to find the ideal candidate and to match him / her to the specific role within this company. "

Didier Decaestecker, author of the book 'AI in recruitment'

What other roles can AI play in human resources?

We distinguish different forms of AI:  

Automation - Machine learning - Real intelligence - Cognitive computing

Every form offers new possibilities! The number of applications of AI in human resources therefore seems endless. We have only dealt with a number of opportunities, ranging from appointment management to daily HR operations, automated personal onboarding, objectives and evaluations. But also from permanent talent development to exit guidance. The message we want to give is that we want to use AI as a positive lever within HR.

Do companies still have too much fear of AI? How did that happen?

The authoritative HR.com at the end of 2017 interviewed a thousand HR professionals spread over various sectors and also spread over small, medium-sized and large companies.

There is one clear trend in their story: almost everyone is convinced that AI has everything to transform existing personnel management systems over the next 5 years. But that is where the unity ends. Only 8% said they were very well aware of AI. There are mixed and often conflicting feelings in the HR community about the potential of AI for employee monitoring and employee reporting. A large number find this an exciting perspective, and an equally large percentage finds it nothing. And unknown makes unloved ...

There is, however, a great deal of consensus (more than 70%) that AI can be considered an important tool for 'talent acquisition', so for recruitment ...

And that is precisely what we are happy to do!