The hiring trend in 2020 is continuous recruitment. Instead of large-scale open recruitment, companies are hiring suitable talents for necessary positions on an ongoing basis, drawing attention to AI-based recruitment document evaluation services that can assess applicants' capabilities.
In a '2020 First Half Recruitment Evaluation' survey conducted by the job portal Saramin targeting 428 companies, 78.8% of all companies responded that they conduct only continuous recruitment. This figure is more than three times higher than last year's 16.7%.
There are two main reasons why companies conduct continuous recruitment. First, due to COVID-19, there is a significant risk in conducting written tests or interviews for large-scale recruitment. Second, companies can quickly select talents with the necessary capabilities at the time when new personnel are needed.
As the proportion of continuous recruitment increases, the value placed on each stage of the recruitment process is also changing significantly. Previously, large-scale open recruitment preferred by companies typically ranked applicants based on academic background, specs, and qualifications during the document screening stage or lowered the weighting of the document screening itself to facilitate applicant selection.
Instead, most applicants were given the opportunity to take written tests, and evaluation was heavily based on scores. On the other hand, continuous recruitment emphasizes job-related competencies. Since recruitment is conducted by the relevant department, the focus is on evaluating whether the candidate can perform the actual job well. Therefore, continuous recruitment carefully reviews whether the self-introduction letter includes experiences that reveal competencies and places a higher weighting on the document screening stage.
For these reasons, as the proportion of continuous recruitment increases, AI-powered recruitment systems are gaining attention as tools for competency-based hiring.
A representative service is Copykiller HR, an AI-based recruitment document evaluation service by Muhayu. Copykiller HR identifies basic flaws in self-introduction letters and checks for deduction factors. It also determines plagiarism by comparing with 6 billion data entries.
The core of recruitment using Copykiller HR lies in deeply analyzing the characteristics of high performers among current employees from recruitment documents, extracting commonalities, and providing grounds for evaluation. In other words, since AI provides objective evidence on elements that should be meaningfully judged in applicants' self-introduction letters, it allows for more accurate and easier identification of talents matching the required competencies. Based on corporate requests, it can learn and evaluate important competencies based on NCS, and conduct evaluations through sentence-level or question-level analysis.
The reliability of this AI-based self-introduction letter evaluation has been proven through correlation coefficient comparisons with human evaluations. In a comparison of correlation coefficients between evaluator assessments and competency-based AI evaluations on recruitment documents conducted by Muhayu in the second half of 2019, Company A showed 0.52, Company B 0.45, and Company C 0.58, confirming that the AI evaluation was superior to human evaluator assessments.
In other words, the AI evaluation results based on high performers' data have been confirmed to be an evaluation system approaching the level of HR experts.
Based on Muhayu's technology, Company A, which has consistently used the Copykiller HR service since its initial model, identified characteristics appearing in high performers' self-introduction letters through Copykiller HR analysis and built an AI evaluation model capable of assessing those competencies in the next recruitment. The era of AI document evaluation has begun.
According to Researcher Im Su-gyeong, who developed Copykiller HR's AI evaluation function, “Hiring applicants with competencies based on high performers' data will help prevent hiring failures caused by not properly assessing applicants' capabilities during the recruitment process,” and added, “Competency-based hiring is essential for the long-term development of companies.”
© The Asia Business Daily(www.asiae.co.kr). All rights reserved.
