As a result, a new human resources information system for the development of civil servants should be created by 2030, involving the use of AI. Artificial intelligence automates the process of selecting officials. It will assess their professional development, motivation, formation of a professional culture and the fight against corruption, it follows from the text of the explanatory note of the document.
It is not clear how this will work in practice. At the Labor Ministry, the Finance Ministry and the Economic Development Ministry, RG did not answer how the new hiring system will work and when the first employees will be hired.
Now officials for vacant positions are recruited from the personnel pool or receive promotions, says Alexander Safonov, deputy rector of the Financial University of the Government of the Russian Federation. The process of contracting employees in the civil service is legally prescribed. The hiring decision is made by the selection committee. It is unclear what functions the AI will take over. For example, you can expand the limits of the search: analyze candidates who did not apply for the civil service, but who fit the open position.
Artificial intelligence can check information about candidates for public office using open sources: analyze their articles, publications and social networks. “This will make it possible to reveal compromising facts,” Safonov believes. Or you can check if a criminal case has been opened against a person, if he is engaged in a business that prevents him from accessing public service.
Artificial intelligence can consult information about candidates for officials on the Internet: analyze them, publications and social networks
AI employee selection is already actively used by recruitment agencies when they recruit large numbers of employees with the same functionality, said Sergey Peskov, president of the Trud social movement. “Artificial intelligence makes it possible to process enormous amounts of information, for example, to view the resumes of job applicants or select candidates in employment databases,” he explained. These are routine and time consuming recruitment processes.
Today, the neural network is in charge of conducting the primary interviews with the right candidates, he explained. “Applicants receive robotic calls, answer questions, and only if they pass this selection are they invited for a personal interview,” says Peskov. In fact, the personnel officer is taken away from a large number of functions, up to a personal interview. At the same time, artificial intelligence allows us to analyze a much larger number of candidates for a position than a person could. This improves the quality of recruitment.
Safonov believes that it is still impossible to completely trust the selection of candidates to the AI, since it can use unreliable sources in the analysis. “The information still has to be double-verified by a person,” he says. Also, the computer can confuse homonyms. And the more people have in common, for example, the year of birth, the more likely the error. This can ruin a person’s career if, for example, a criminal case has been opened against a namesake. And only human verification of the facts will save the day.
And how are they?
According to the American Association of Human Resources (SHRM), more and more companies around the world are using artificial intelligence services in their recruitment. An AI recruiter, as a rule, is able to search databases for the necessary employees in a matter of seconds, analyze their resumes and other documentation, study social networks, form a “portrait” of each candidate and identify the candidate. best suited for a position. particular position. Then the AI selects the best specialists and invites them for an interview. Some corporations use artificial intelligence to write job descriptions and make them as attractive and understandable as possible.
For example, one of the American hotel chains has developed a chatbot for quick interaction with potential employees. A virtual interlocutor examines the profiles of the candidates, answers their questions, gives feedback and even conducts interviews. The AI asks the applicant questions and also offers to solve problems and puzzles. Along with the speed and quality of responses, the neural network analyzes a person’s facial expressions, speech, and participation in a conversation. The personnel officer receives only the final “report card” with the candidate’s qualifications. According to Forbes magazine, the AI-assisted interview service has reduced the time it takes to find employees from six weeks to five days.
Despite this, many experts are skeptical of AI in HR and question its impartiality. Thus, a few years ago, an artificial intelligence working for the American company Uber discovered six drivers in “fraudulent activities” and fired them without presenting evidence. Subsequently, a court in Amsterdam ordered the company to pay more than 100,000 euros in compensation to the victims and reinstate them in their jobs.
Prepared by Anna Belorustseva
