Le monde des Ressources Humaines (RH) évolue rapidement, et à l’avant-garde de cette transformation se trouvent deux technologies révolutionnaires : l’intelligence artificielle (IA) et l’automatisation. À mesure que nous entrons davantage dans l’ère numérique, les professionnels RH et les responsables du recrutement se trouvent à l’aube d’une révolution promettant d’améliorer les processus, d’optimiser l’expérience des candidats et de libérer tout le potentiel de leurs équipes.

Dans cet article, nous explorons les perspectives de deux experts RH, Lorenzo Chiozzi, directeur RH chez Hikvision UK & Ireland, et Tess Hilson-Greener, CEO d’AI Capability Ltd, qui partagent leurs expériences et leur vision de l’intégration de l’IA et de l’automatisation dans les RH. L’article examine également le rôle plus large des RH et comment des domaines tels que la gestion des talents, l’administration et l’intégration peuvent être développés et améliorés par des équipes RH prêtes à adopter l’IA et l’automatisation.

Améliorer les processus RH grâce à l’IA

OpenAI, créateur de ChatGPT, a publié une étude estimant que « 80 % des emplois peuvent intégrer la technologie d’IA générative ». Dans les RH, les entreprises peuvent tirer un grand parti de l’IA pour les évaluations de performance, l’acquisition de talents, l’analyse de grandes quantités de candidats, les tâches administratives et d’autres fonctions répétitives et basées sur les données. Cette vision est partagée par un expert de l’IA dans les RH, Josh Bersin, qui souligne que de nombreuses données collectées par les RH sont numériques, issues d’enquêtes, de formulaires de feedback, et corrélées avec « les résultats commerciaux selon différents indicateurs liés aux collaborateurs ». Cette approche axée sur les données est celle que l’IA et l’automatisation peuvent soutenir, de l’élaboration d’enquêtes sur l’engagement des employés aux évaluations de CV selon les exigences d’un poste et le profil souhaité d’un candidat.

En termes simples, l’IA libère les équipes RH pour qu’elles se concentrent sur des projets essentiels en automatisant les tâches administratives. Lorenzo Chiozzi explique : « Dans le recrutement, vous pouvez utiliser l’analyse prédictive, la planification des entretiens, les chatbots et la recherche de candidats pour booster la productivité. Le reporting a évolué grâce au reporting prédictif et à la génération automatique de rapports. » Ces applications alimentées par l’IA permettent aux équipes RH de travailler plus efficacement, économisant temps et ressources précieuses.

Tess Hilson-Greener souligne également la diversité des applications de l’IA et de l’automatisation dans les RH : « Cela inclut l’acquisition de talents et le recrutement, l’engagement des employés et la gestion de la performance, la planification de la main-d’œuvre et l’analyse, l’apprentissage et le développement, ainsi que les opérations et l’administration RH ». Cela démontre l’ampleur des opportunités offertes par l’IA aux équipes RH, leur permettant de renforcer différents aspects de la gestion des talents.

Workable ajoute que l’IA peut également aider les entreprises à « anticiper et planifier les résultats grâce à l’analyse prédictive et au machine learning ». Cela peut être particulièrement utile pour les petites entreprises dépourvues des ressources ou de l’expertise pour élaborer des stratégies RH détaillées. L’utilisation de l’IA peut aider les équipes RH à comprendre les meilleures pratiques et études de cas, et à générer des idées exploitables adaptées à chaque organisation.

Optimiser les opérations et l’administration RH

L’IA et l’automatisation ont provoqué un changement fondamental dans les opérations RH, réduisant considérablement la charge administrative et libérant un temps précieux. Lorenzo partage : « J’utilise quotidiennement l’IA dans certains processus RH, le recrutement et dans divers contextes. » Des outils comme les systèmes de suivi des candidats automatisés, les chatbots et les assistants virtuels rationalisent les interactions avec les candidats et offrent une expérience fluide tout au long du processus de recrutement.

Pour les novices en IA, Tess recommande de commencer par « la gestion des politiques et le reporting » et d’« utiliser ChatGPT et d’autres solutions vidéo/voix basées sur l’IA ». Les chatbots peuvent répondre aux questions fréquentes des employés et offrir une assistance rapide, améliorant l’auto-service et rendant la prestation RH plus efficace.

L’IA peut également accélérer l’intégration et l’adaptation des nouveaux employés. Selon Oracle, sur la base de 34 000 entretiens de départ, « 40 % des nouveaux employés quittent leur poste dans l’année suivant leur embauche ». Bien que les raisons du départ soient multiples, les retards et inefficiences lors de l’intégration peuvent entraîner un sentiment de surcharge, une inadéquation au poste ou des difficultés à s’adapter à la culture de l’entreprise.

L’IA permet un accompagnement 24h/24 des employés durant l’intégration et simplifie les tâches administratives chronophages. Oracle souligne également que l’IA peut « fournir à un employé des suggestions intelligentes de formations ou de lectures utiles pour ses tâches quotidiennes », illustrant la valeur de l’IA dans le développement de carrière.

Gérer les risques et saisir les opportunités

Le Work Trend Index Annual Report 2023 de Microsoft révèle que 49 % des employés craignent que l’IA remplace leur emploi, tandis que 70 % seraient favorables à déléguer un maximum de travail à l’IA. Les équipes RH peuvent tirer parti de cette curiosité pour former les employés à l’utilisation de l’IA et de l’automatisation.

Gosia Adamczyk, interviewée par HR Magazine, souligne que les équipes RH doivent construire la confiance, « en commençant par accepter que ces outils sont là pour rester ». Les entreprises peuvent développer des programmes permettant aux employés de tirer parti de l’IA dans leur travail plutôt que de la percevoir comme une menace.

Toutefois, il convient de rester prudent. Comme le souligne Lorenzo : « Cela peut être très dangereux si l’on fait confiance au modèle, car il peut générer manipulation ou biais systématiques. » Tess ajoute : « Pour atténuer les risques, les organisations doivent garantir la transparence et l’équité des algorithmes d’IA, surveiller et valider régulièrement les résultats, et protéger la confidentialité et la sécurité des données. »

Éthique et DEI

À mesure que l’IA occupe une place croissante dans les RH, il est crucial de traiter les enjeux éthiques. Tess rappelle que « la supervision et la révision humaine sont essentielles pour détecter et corriger les biais ou erreurs éventuels ». Assurer la transparence, l’équité et l’absence de biais des algorithmes est fondamental pour maintenir des pratiques RH équitables.

Intégrer l’IA dans les plans DEI garantit que les décisions reposant sur l’IA sont alignées sur les valeurs de l’organisation et favorisent un environnement de travail inclusif et diversifié.

Sameer Maskey, dans Forbes, souligne que les outils d’évaluation interne basés sur l’IA peuvent « aider les RH à analyser le moral des employés et à déployer des initiatives organisationnelles axées sur la diversité et la durabilité ». L’IA offre un outil impartial pour évaluer le moral et la diversité des collaborateurs et peut analyser un large pool de candidats sans biais inconscient.

La touche humaine dans les RH

L’IA améliore l’efficacité, mais ne remplace pas l’empathie, la créativité et le jugement humain. Tess explique : « Il est crucial de combiner automatisation et interactions humaines personnalisées. » Lorenzo ajoute : « L’IA doit être mise en œuvre stratégiquement, en considérant toujours le facteur humain. »

Josh Bersin note que l’IA peut compiler des données pour aider à prendre de meilleures décisions de recrutement et de promotion, mais la décision finale doit intégrer l’intuition humaine et l’expérience des managers. De même, l’IA ne peut pas encore saisir parfaitement la culture, les valeurs ou l’atmosphère d’une entreprise, et les équipes RH doivent évaluer si les initiatives fonctionnent bien au-delà des chiffres et des données.

L’avenir des RH

Les experts s’accordent à dire que l’IA et l’automatisation transformeront profondément l’avenir des RH. Tess prédit : « De nouvelles professions apparaîtront, et les organisations qui sauront utiliser l’IA de manière pratique et utile dans les RH prospéreront. »

L’intégration fluide de l’IA permettra aux équipes RH de prendre des décisions basées sur les données, d’optimiser la gestion des talents et de renforcer la performance des employés, inaugurant une nouvelle ère d’excellence RH.

Conclusion : un parcours de progrès

L’IA et l’automatisation révolutionnent l’acquisition de talents, le développement des employés, la planification et les opérations RH.

Pour tirer pleinement parti de ces technologies, les professionnels RH doivent équilibrer l’efficacité de l’IA et la touche humaine. En adoptant l’IA de manière stratégique et éthique, ils peuvent libérer le potentiel de leurs collaborateurs et construire des organisations prospères et durables.

The post IA et automatisation : l’évolution des RH vers l’avenir appeared first on Tiger Recruitment.

Privacy Statement and Cookies Policy

The Company is a recruitment business that provides work-finding services to its clients and work-seekers. The Company must process personal data (including sensitive personal data) so that it can provide these services – in doing
so, the Company acts as a data controller.

You may give your personal details to the Company directly, such as on an application or registration form or via our website, or we may collect them from another source such as a jobs board. The Company must have a legal basis for processing your personal data. For the purposes of providing you with work-finding services and/or information relating to roles relevant to you we will only use your personal data in accordance with this privacy statement. At all times we will comply with current data protection laws.

Contents

1. Collection and use of personal data
a. Purpose of processing and legal basis
b. Legitimate interest
c. Statutory/contractual requirement
d. Recipients of data
2. Information to be provided when data is not collected directly from the data subject
a. Categories of data
b. Sources of data
3. Overseas transfers
4. Data retention
5. Your rights
6. Automated decision making
7. Cookies
8. Login files
9. Links to external sites
10. Sale of the business
11. Data security
12. Changes to this privacy statement
13. Complaints or queries

1. Collection and use of personal data
a. Purpose of processing and legal basis

The Company will collect your personal data (which may include sensitive personal data) and will process your personal
data for the purposes of providing you with work-finding services. This includes, for example, contacting you about
job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for
job opportunities, arranging payments to you and developing and managing our services and relationship with you
and our clients.

If you have opted-in we may also send you marketing information and news via email/text. You can opt-out from
receiving these at any time by clicking “unsubscribe” when you receive these communications from us.
In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime
and also to comply with laws that apply to us. We may also use your information during the course of internal audits
to demonstrate our compliance with certain industry standards.
We must have a legal basis to process your personal data. The legal bases we rely upon to offer our work-finding
services to you are:

• Your consent
• Where we have a legitimate interest
• To comply with a legal obligation that we have
•  To fulfil a contractual obligation that we have with you

b. Legitimate interest

This is where the Company has a legitimate reason to process your data provided it is reasonable and does not go
against what you would reasonably expect from us. Where the Company has relied on a legitimate interest to process
your personal data our legitimate interests is/are as follows:

• To provide and undertake recruitment services;
• To assess data against vacancies the Company judge may be suitable for you;
• To send your information to clients so they can receive your application or assess your eligibility for jobs;
• To enable you to submit your CV or apply for jobs;
• To improve the Company’s service and to make the Company’s services more relevant to you (including updating
  the Company’s website to enhance your digital experience);
• Where you have consented to being contacted, send you promotions, offers, networking events and market
  information;
• To answer your queries;
• To carry out our obligations arising from any contracts entered into between you and the Company, or any
  contracts the Company enters into with third parties in relation to providing you recruitment services;
• To facilitate the Company’s payroll and invoicing processes
•  To third parties that undertake references, qualifications and criminal reference checking services, the
  verification of the details you have provided from a third-party source, psychometric or skills evaluation;
• To third parties, regulatory or law enforcement bodies if the Company believes that they are required to disclose
  it in connection with a crime, the collection of taxes/duties, or in order to observe an applicable law or legal
  proceedings.

c. Statutory/contractual requirement
The Company has certain legal and contractual requirements to collect personal data (e.g. to comply with the Conduct
of Employment Agencies and Employment Businesses Regulations 2003, immigration and tax legislation, and in some
circumstances safeguarding requirements.) Our clients may also require this personal data, and/or we may need your
data to enter into a contract with you. If you do not give us personal data we need to collect we may not be able to
continue to provide work-finding services to you.

d. Recipient/s of data
The Company will process your personal data and/or sensitive personal data with the following recipients:
Any of the Company’s branches;

•  Third parties who require reference information relating to your past or future employment;
• Third party services providers who supply processing services or perform functions on the Company’s behalf;
• Outsourced IT and document storage providers that the Company has entered into contractual agreements with;
• Marketing technology suppliers and platforms;
• MSP and RPO suppliers, where the Company’s clients utilise these suppliers
• Our service providers, suppliers, agents and representatives, including but not limited to, payment processors, customer support, email service providers, event venues and service providers, IT service providers, marketing service providers, research providers, mailing houses and shipping agents.

2. Information to be provided when data collected not from the data subject
Categories of data: The Company has collected the following personal data on you:
Personal data:

• Name
• Address
• Contact number
• Email

Source of the personal data: The Company sourced your personal data:

• From jobs boards, LinkedIn and company websites
• A former employer
• A referee whose details you previously provided to us
• Cookies listed in section 7

This information came from a publicly accessible source.

3. Overseas Transfers
The Company may transfer the information you provide to us to countries outside the European Economic Area (‘EEA’)
for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are
in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland
and Liechtenstein.

4. Data retention
The Company will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws
may also require us to keep different data for different periods of time. For example, the Conduct of Employment
Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year
from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.
We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is
legally required by HMRC and associated national minimum wage, social security and tax legislation. This is currently
three to six years.

Where the Company has obtained your consent to process your sensitive personal data, we will do so in line with our
retention policy. Upon expiry of that period the Company will seek further consent from you. Where consent is not
granted the Company will cease to process your sensitive personal data.

In addition to our obligations under the Conduct of Employment Agencies and Employment Businesses Regulations
2003, the Company will delete your personal data after three years if we have not had any meaningful contact with
you or if we do not hold any records on you that are in our legitimate interests to keep.
“Meaningful contact” means, for example, any form of contact between us in relation to the Company
assisting/providing recruitment services to you.

5. Your rights
Please be aware that you have the following data protection rights:

• The right to be informed about the personal data the Company processes on you;
• The right of access to the personal data the Company processes on you;
• The right to rectification of your personal data;
• The right to erasure of your personal data in certain circumstances;
• The right to restrict processing of your personal data;
• The right to data portability in certain circumstances;
•  The right to object to the processing of your personal data that was based on a public or legitimate interest;
• The right not to be subjected to automated decision making and profiling; and
•  The right to withdraw consent at any time.

Where you have consented to the Company processing your sensitive personal data you have the right to withdraw
that consent at any time by contacting Beanna Field, Compliance Officer at beanna.field@tiger-recruitment.co.uk.
Please note that if you withdraw your consent to further processing, this does not affect any processing done prior to
the withdrawal of that consent, or which is done according to another legal basis.

There may be circumstances where the Company will still need to process your data for legal or official reasons. Where
this is the case, we will tell you and we will restrict the data to only what is necessary for those specific reasons.
If you believe that any of your data that the Company processes is incorrect or incomplete, please contact us using the
details above and we will take reasonable steps to check its accuracy and correct it where necessary.
You can also contact us using the above details if you want us to restrict the type or amount of data we process for
you, access your personal data or exercise any of the other rights listed above.

6. Cookies Policy
We may obtain data about you from cookies. These are small text files that are placed on your computer by websites
that you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide
information to the owners of the site. Cookies also enable us to deliver more personalised content.
The cookie-related information is not used to identify you personally and the pattern data is fully under our control.
These cookies are not used for any purpose other than those described here. The only third-party cookies we use on
our site are Google Analytics (please see below on Google Analytics)

Strictly necessary cookies

These cookies are needed for effective site usage and, as such, cannot be turned off.
These cookies do not gather information about you that could be used for other
purposes, such as marketing or tracking your Internet usage.
Performance cookies These cookies help us monitor and improve the performance of our website, counting
visits, identifying traffic sources and judging site popularity. We use Google Analytics for
this purpose, but all information gathered is anonymous.

Functionality cookies These cookies remember choices you make upon first visiting our website, including user
name, language or where you are based. This allows the website to remember changes
you have made to text size, font and other customisable elements. It also prevents
repeat processes such as pop-ups. Functionality cookies may also be used to provide
services you wish to use, such as watching video and commenting, and are usually
anonymous.

Google Analytics

This website uses Google Analytics, a web analytics service provided by Google, Inc. (“Google”). This service uses
cookies to help us analyse how users navigate and interact with the site. The information generated by the cookie
includes your IP address and is transmitted to and stored by Google on servers in the United States. It uses this
information to create reports on website activity for Tiger Recruitment and providing other services relating to website
activity and internet usage. Google may send this information to third parties where required to do so by law, or if
such third parties use the information on Google’s behalf. Google will not associate your IP address with any other
data held by Google.

Most web browsers allow some control of most cookies through the browser settings.

Hotjar

We use Hotjar in order to better understand our users’ needs and to optimise this service and experience. Hotjar is a technology service that helps us better understand our users’ experience (e.g. how much time they spend on which pages, which links they choose to click, what users do and don’t like, etc.) and this enables us to build and maintain our service with user feedback. Hotjar uses cookies and other technologies to collect data on our users’ behaviour and their devices. This includes a device’s IP address (processed during your session and stored in a de-identified form), device screen size, device type (unique device identifiers), browser information, geographic location (country only), and the preferred language used to display our website. Hotjar stores this information on our behalf in a pseudonymized user profile. Hotjar is contractually forbidden to sell any of the data collected on our behalf.

For further details, please see the ‘about Hotjar’ section of Hotjar’s support site.

7. Log Files
We use IP addresses to analyse trends, administer the site, track users’ movements, and to gather broad demographic
information for aggregate use. IP addresses are not linked to personally identifiable information.

8. Links to external websites

The Company’s website may contains links to other external websites. Please be aware that the Company is not
responsible for the privacy practices of such other sites. When you leave our site we encourage you to read the privacy
statements of each and every website that collects personally identifiable information. This privacy statement applies
solely to information collected by the Company’s website.

9. Sale of business
If the Company’s business is sold or integrated with another business your details may be disclosed to our advisers
and any prospective purchasers and their advisers and will be passed on to the new owners of the business.

10. Data Security
The Company takes every precaution to protect our users’ information. The Company uses the following security
measures to safeguard your data;

• Firewalls including anti-spyware software
• Anti-virus software
• Patching
• Anti-spam filters
• All data is backed up daily
• All files/data are stored on password protected systems

Only employees who need the information to perform a specific job (for example, consultants, our accounts clerk or
a marketing assistant) are granted access to your information.

The Company uses all reasonable efforts to safeguard your personal information. However, you should be aware that
the use of email/the Internet is not entirely secure and for this reason the Company cannot guarantee the security or
integrity of any personal information which is transferred from you or to you via email/the Internet.
If you share a device with others we recommend that you do not select the “remember my details” function when
that option is offered.

If you have any questions about the security at our website, you can email Beanna Field, beanna.field@tiger-recruitment.co.uk.

11.Changes to this privacy statement
Any changes to this Privacy Statement will be updated on this website as and when it is required. If at any time we use
personal data in a significantly different manner than from stated in this statement, we will notify you and you will be
able to decide if we are able to use this information in the new manner.

12.Complaints or queries
If you wish to complain about this privacy notice or any of the procedures set out in it please contact: Beanna Field, beanna.field@tiger-recruitment.co.uk.

You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at
https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed
outside of the UK, if you believe that your data protection rights have not been adhered to.

Annex A
a) The lawfulness of processing conditions for personal data are:
1. Consent of the individual for one or more specific purposes.
2. Processing is necessary for the performance of a contract with the individual or in order to take steps at the
request of the individual to enter into a contract.
3. Processing is necessary for compliance with a legal obligation that the controller is subject to.
4. Processing is necessary to protect the vital interests of the individual or another person.
5. Processing is necessary for the performance of a task carried out in the public interest or in the exercise of
official authority vested in the data controller.
6. Processing is necessary for the purposes of legitimate interests pursued by the controller or a third party,
except where such interests are overridden by the interests or fundamental rights or freedoms of the
individual which require protection of personal data, in particular where the individual is a child.
b) The lawfulness of processing conditions for sensitive personal data are:
1. Explicit consent of the individual for one or more specified purposes, unless reliance on consent is prohibited
by EU or Member State law.
2. Processing is necessary for carrying out data controller’s obligations under employment, social security or
social protection law, or a collective agreement, providing for appropriate safeguards for the fundamental
rights and interests of the individual.
3. Processing is necessary to protect the vital interests of the individual or another individual where the
individual is physically or legally incapable of giving consent.
4. In the course of its legitimate activities, processing is carried out with appropriate safeguards by a foundation,
association or any other not-for-profit body, with a political, philosophical, religious or trade union aim and on
condition that the processing relates only to members or former members (or those who have regular contact
with it in connection with those purposes) and provided there is no disclosure to a third party without the
consent of the individual.
5. Processing relates to personal data which are manifestly made public by the individual.
6. Processing is necessary for the establishment, exercise or defence of legal claims or whenever courts are
acting in their judicial capacity.
7. Processing is necessary for reasons of substantial public interest on the basis of EU or Member State law which
shall be proportionate to the aim pursued, respects the essence of the right to data protection and provide
for suitable and specific measures to safeguard the fundamental rights and interests of the individual.
8. Processing is necessary for the purposes of preventative or occupational medicine, for assessing the working
capacity of the employee, medical diagnosis, the provision of health or social care or treatment or the
management of health or social care systems and services on the basis of EU or Member State law or a contract
with a health professional and subject to the necessary conditions and safeguards.
9. Processing is necessary for reasons of public interest in the area of public health, such as protecting against
serious cross-border threats to health or ensuring high standards of quality and safety of healthcare and of
medicinal products or medical devices, on the basis of EU or Member State law which provides for suitable
and specific measures to safeguard the rights and freedoms of the individual, in particular professional
secrecy.
10. Processing is necessary for archiving purposes in the public interest, scientific or historical research purposes
or statistical purposes, which shall be proportionate to the aim pursued, respect the essence of the right to
data protection and provide for suitable and specific measures to safeguard fundamental rights and interests
of the individual.

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