Social networks and AI transform the selection of talent

Social networks and AI transform the selection of talent

There are already many companies that use algorithms in recruitment processes that can analyze candidates even through their public information.

AI transform the selection of talent

A student wrote to me during the summer and asked me: “Professor, do you think that the ways of interviewing in companies are changing?” And he attached to his question an ad from a Spanish multinational that said: “We don’t need your CV, we want to meet you…” (followed by unnecessary adjectives and other nonsense).

My response was that obviously, this notice was stupid to call it something, but the reality is that interviews and access to information about candidates were changing. A profound change is taking place.

First, it was our overexposure to social media that started with the Facebook boom. But then it continued with LinkedIn, Twitter, Instagram, Pinterest, TikTok, and many others. And with the desire to be influencers in life, we open the networks to the whole world to remain naked in front of potential employers.

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On LinkedIn, we put corporate photos, the company logo on the back, and bombastic titles that don’t mean anything but look great. We vomit everything that we cannot say on LinkedIn on Twitter, sometimes being brave with a real first and last name, but other times with an avatar and always saying: “opinions are their own”, something that nobody cares about.

In addition to taking into account what is published on the networks, it will be necessary to train to overcome the first interviews carried out by a virtual AI, which will even measure breathing and nervous tics.

On Instagram we are glamorous, and put filters so that they can see us better because in real life we are terrifying, and it is our Disney time where we live on a fantasy island and, if we spend the summer in Claromecó, we filter so much that it seems like the Caribbean. We are happy with little. Finally, TikTok is usually used to be able to teach what nobody is interested in, but you have to figure it out.

All this paraphernalia, which makes us recognizable, exposes us to infinity with future employers. I did a test with my own social networks and a headhunter. I asked him to evaluate my profile. After doing what talent selectors do, that is, looking at your experience but also filtering who you are and what you say on social networks, his sentence was final: “You are a hater and in the oven.”

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Pandora’s box

The incorporation of artificial intelligence (AI) with algorithms that are a Pandora’s Box for ordinary humans like you or me adds an extra incentive to try to disappear from all public places.

In a recent article published in LA NACION, the journalist specializing in innovation Martina Rua warns about a new artificial intelligence chat, ChatGPT. As the expert says, this technology sent the metaverse and cryptocurrencies into hibernation. And let’s keep in mind that ChatGPT is in its infancy. Do the exercise of posting your CV in the chat, and the algorithm gives you a facelift and clarity that our brain definitely does not have.

Let’s take that summary and put it in Fliki (, and a divine voice of artificial intelligence will tell it and, depending on the music we put on it, our CV would participate in a musical style Mary Poppins or in a musical duet style Shakira and Bizarrap. There is something for everyone.

There are already many companies that use artificial intelligence in recruitment processes. International companies like Entelo, Avrio, Engage Talent, and Mya Systems, among others, offer amazing packages where this technology does all the work that a professional recruiter used to do but with more precision. Screening processes, chatbots, candidate profile analysis (through information provided by social networks, for example), and semantic and facial movement analysis are just some of the innovations that the new recruitment processes have to offer us.

So, in addition to taking into account what we publish on social networks, we are going to have to train ourselves to be able to pass the first interviews carried out by a virtual artificial intelligence that is going to be measuring our breathing and nervous tics, among other issues.

The labor market is definitely changing. There are so many technological uses that we can get dizzy. I simply give you two recommendations. 

  1. You have to be careful what you post. That is key to being able to pass the first test and not be considered a hater, like a person writing this note. 
  2. Fundamental, be genuine. There is no artificial intelligence that beats professional honesty. An algorithm that is better than our own common sense has not yet been invented.

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