{"id":2279,"date":"2015-12-06T22:19:31","date_gmt":"2015-12-06T20:19:31","guid":{"rendered":"http:\/\/www.peoplesphere.be\/fr\/?p=2279"},"modified":"2015-12-10T05:45:57","modified_gmt":"2015-12-10T03:45:57","slug":"place-aux-robots-recruteurs","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/place-aux-robots-recruteurs\/","title":{"rendered":"Place aux robots recruteurs?"},"content":{"rendered":"<h1>C&rsquo;est une comp\u00e9tition nouvelle qui s&rsquo;installe progressivement pour la plupart des fonctions dans l&rsquo;entreprise. Et donc, forc\u00e9ment, pour les fonctions \u00e8s People Management \u00e9galement, m\u00eame si certains d&rsquo;entre nous continuent de penser que cela n&rsquo;arrivera jamais. Parlons du recrutement donc&#8230; Et voyons si, demain, des robots pourraient prendre la place de celles et ceux qui d\u00e9tectent et embauchent les meilleurs candidats sur le march\u00e9 de l&#8217;emploi.<!--more--><\/h1>\n<p>Selon le National Bureau of Economic Research, les sp\u00e9cialistes des ressources humaines s\u00e9lectionneraient des candidats \u00ab\u00a0pires\u00a0\u00bb que ceux choisis par les algorithmes, qui auraient quant \u00e0 eux tendance \u00e0 rester plus longtemps dans l\u2019entreprise.<\/p>\n<p>Reprise par le site d&#8217;emploi fran\u00e7ais Regionsjob, l\u2019enqu\u00eate a \u00e9t\u00e9 men\u00e9e aupr\u00e8s de 15 entreprises et a pass\u00e9 au crible 300.000 embauches dans le secteur des services et sur des m\u00e9tiers faiblement qualifi\u00e9s comme op\u00e9rateurs de saisie de donn\u00e9es et op\u00e9rateurs t\u00e9l\u00e9phoniques en call center\u2026<\/p>\n<p><em>\u00ab\u00a0Les chercheurs du NBER ont compar\u00e9 la dur\u00e9e de contrat des employ\u00e9s recrut\u00e9s sur la base d\u2019un algorithme et de ceux recrut\u00e9s par des humains. En moyenne, les candidats choisis via l\u2019algorithme resteraient plus longtemps dans l\u2019entreprise. Le test propos\u00e9 par le robot consiste \u00e0 poser une s\u00e9rie de questions au candidat sur ses comp\u00e9tences techniques, sa personnalit\u00e9, ses aptitudes cognitives, et son \u00ab ad\u00e9quation \u00bb avec le poste. L\u2019algorithme \u00e9met ensuite des recommandations par couleur : vert pour les candidats \u00e0 fort potentiel, jaune pour les candidats \u00e0 potentiel \u00ab\u00a0mod\u00e9r\u00e9\u00a0\u00bb et rouge pour les candidats correspondant le moins au poste.\u00a0\u00bb<\/em><\/p>\n<p>L&rsquo;\u00e9tude montre donc que l&rsquo;algorithme utilis\u00e9 par les robots fonctionne m\u00eame si celle-ci peut \u00eatre extrapol\u00e9e pour des recrutements de masse et des contrats de courte dur\u00e9e.<\/p>\n<p><strong><em>Mettre un terme \u00e0 la &lsquo;mauvaise subjectivit\u00e9&rsquo;?<\/em><\/strong><\/p>\n<p>Comme le signale l&rsquo;analyse de l&rsquo;\u00e9tude: \u00ab\u00a0<em>Les gains du recrutement via des robots sont certains (r\u00e9duction des co\u00fbts bien entendu). Mais la plupart des managers restent sceptiques face aux choix de ces machines, pr\u00e9f\u00e9rant faire confiance \u00e0 leur instinct. Un pseudo \u00ab instinct \u00bb finalement constitu\u00e9 de pr\u00e9jug\u00e9s, de clich\u00e9s, et influenc\u00e9 par la nature humaine des recruteurs les poussant \u00e0 choisir des candidats qui leur ressemble, pas forc\u00e9ment les candidats les plus aptes aux postes propos\u00e9s. Et aux RH et managers qui disent apprendre des informations plus \u00ab\u00a0valables\u00a0\u00bb pendant l&rsquo;entretien que via les statistiques, la r\u00e9ponse est non pour Danielle Li, professeur d\u2019entrepreneuriat \u00e0 la Harvard Business School.\u00a0<\/em><em>Ainsi, non seulement les recruteurs \u00ab\u00a0humains\u00a0\u00bb ne seraient pas indispensables &#8211; sauf bien s\u00fbr, pour programmer les machines &#8211; mais l&rsquo;entretien d&#8217;embauche serait \u00e9galement inutile.\u00a0\u00bb<\/em><\/p>\n<p>Il y a fort \u00e0 parier que le d\u00e9bat ne fait que commencer. N&rsquo;h\u00e9sitez pas \u00e0 nous faire part de votre avis via email \u00e0 l&rsquo;adresse : <a href=\"mailto:redaction@peoplesphere.be\">redaction@peoplesphere.be<\/a><\/p>\n<p><em>Source : National Bureau of Economic research via www.regionsjob.com<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>C&rsquo;est une comp\u00e9tition nouvelle qui s&rsquo;installe progressivement pour la plupart des fonctions dans l&rsquo;entreprise. Et donc, forc\u00e9ment, pour les fonctions \u00e8s People Management \u00e9galement, m\u00eame si certains d&rsquo;entre nous continuent de penser que cela n&rsquo;arrivera jamais. Parlons du recrutement donc&#8230; [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[493,494,72,485],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Place aux robots recruteurs? - Peoplesphere<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/peoplesphere.be\/fr\/place-aux-robots-recruteurs\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Place aux robots recruteurs? - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"C&rsquo;est une comp\u00e9tition nouvelle qui s&rsquo;installe progressivement pour la plupart des fonctions dans l&rsquo;entreprise. Et donc, forc\u00e9ment, pour les fonctions \u00e8s People Management \u00e9galement, m\u00eame si certains d&rsquo;entre nous continuent de penser que cela n&rsquo;arrivera jamais. 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