By Jun Ji-hye
An increasing number of companies here seek to adopt AI-powered recruiting systems designed to reduce the time for examining candidates' resumes enabling them to interview them more objectively.
Developers of such systems said their systems will help human recruiters make more effective and fairer decisions in the recruitment process, but skepticism also abounds about the possibilities that decisions by machines could make unexpected victims.
On Monday, SK Group's IT service unit SK C&C showcased a new human resources program that uses artificial intelligence technology, called "Aibril HR."
The firm said it has formed a partnership with local recruitment service provider Scout to help clients simplify the process of reviewing resumes. Established in 1998, Scout has done recruitment business for major companies and institutes.
"Aibril HR will help human resources officers make more objective and effective choices," said Kim Kyung-hwan, an official at SK C&C's digital business division.
Under the partnership, the two companies will carry out research to develop various recruitment solutions for clients, SK C&C said.
In January, the firm conducted a trial operation of Aibril HR in the recruitment process of SK's chip-making affiliate SK hynix, with officials there saying the system helped cut the time for reviewing a resume and cover letter of each applicant to only three seconds from three to five minutes. The gap between grades given by the AI system and human recruiters was within 15 percent.
In February, Lotte Group also announced a plan to introduce an AI-powered system in its upcoming recruitment for the first half of the year.
AI technology is being applied to not only the review of resumes and cover letters, but also to interviews.
MIDAS Information Technology, specializing in civil and engineering software, used its own AI-embedded interview system, called inAIR, in its recent recruitment.
The system developed by the company analyzes an interviewee's facial expressions, pulse and tone of voice as well as her or his habit of using certain words, and examines characteristics of the applicant.
"The system is designed to evaluate candidates in a multi-faceted way using cranial nerve science and biology to recruit those who have the ability that companies want," said MIDAS Information Technology CEO Lee Hyung-woo.
He earlier noted that Korea Communications Agency plans to use the system in its upcoming recruitment.
But skeptics raised a question over how accurate decisions computer programs can make regarding a human's character and personality.
Fierce debate was also seen at a survey conducted by job information portal Incruit, as 50.9 percent among 3171 adults said the AI-powered recruitment system would have a positive effect, while 49.1 percent said it would be negative.
Those who disagreed with the system said the AI program would apply the same standards to all applicants only based on given material, meaning that it would be difficult for it to see their future growth potential.
Others raised concerns about the possibility for an applicant to understand the algorithms of the system in advance and fill out a resume and cover letter falsely.
An increasing number of companies here seek to adopt AI-powered recruiting systems designed to reduce the time for examining candidates' resumes enabling them to interview them more objectively.
Developers of such systems said their systems will help human recruiters make more effective and fairer decisions in the recruitment process, but skepticism also abounds about the possibilities that decisions by machines could make unexpected victims.
On Monday, SK Group's IT service unit SK C&C showcased a new human resources program that uses artificial intelligence technology, called "Aibril HR."
The firm said it has formed a partnership with local recruitment service provider Scout to help clients simplify the process of reviewing resumes. Established in 1998, Scout has done recruitment business for major companies and institutes.
"Aibril HR will help human resources officers make more objective and effective choices," said Kim Kyung-hwan, an official at SK C&C's digital business division.
Under the partnership, the two companies will carry out research to develop various recruitment solutions for clients, SK C&C said.
In January, the firm conducted a trial operation of Aibril HR in the recruitment process of SK's chip-making affiliate SK hynix, with officials there saying the system helped cut the time for reviewing a resume and cover letter of each applicant to only three seconds from three to five minutes. The gap between grades given by the AI system and human recruiters was within 15 percent.
In February, Lotte Group also announced a plan to introduce an AI-powered system in its upcoming recruitment for the first half of the year.
AI technology is being applied to not only the review of resumes and cover letters, but also to interviews.
MIDAS Information Technology, specializing in civil and engineering software, used its own AI-embedded interview system, called inAIR, in its recent recruitment.
The system developed by the company analyzes an interviewee's facial expressions, pulse and tone of voice as well as her or his habit of using certain words, and examines characteristics of the applicant.
"The system is designed to evaluate candidates in a multi-faceted way using cranial nerve science and biology to recruit those who have the ability that companies want," said MIDAS Information Technology CEO Lee Hyung-woo.
He earlier noted that Korea Communications Agency plans to use the system in its upcoming recruitment.
But skeptics raised a question over how accurate decisions computer programs can make regarding a human's character and personality.
Fierce debate was also seen at a survey conducted by job information portal Incruit, as 50.9 percent among 3171 adults said the AI-powered recruitment system would have a positive effect, while 49.1 percent said it would be negative.
Those who disagreed with the system said the AI program would apply the same standards to all applicants only based on given material, meaning that it would be difficult for it to see their future growth potential.
Others raised concerns about the possibility for an applicant to understand the algorithms of the system in advance and fill out a resume and cover letter falsely.
