In all discretion, LinkedIn accelerates the automation of recruitment. Under the impetus of Microsoft, the professional social network transforms its platform into a life -size experiment for its new generative artificial intelligence tools. One of the most promising concerns the Automated talent sourcingalready tested in preview by groups like Siemens. An innovation that could deeply modify the role of recruiters.
A new tool in the HR panoply
Unveiled through a series of limited experiments, theRecruitment agent Developed by Linkedin is based on the analysis of the data of the 1.1 billion members of the platform for automatically prequalify the best profiles For a given position. The HR user formulates its research in natural language, for example: “Seeking data scientist senior, Paris, experience in retail media”, and the IA agent generates a contextualized list of relevant profilestaking into account weak signals such as availability, recent professional development or commitment to the platform.
Siemens Reports, according to LinkedIn, a significant drop in the time spent looking for candidates. The German giant would have reduced almost 30 % the time spent on screeningwhich would make it possible to reallor human resources to more qualitative missions, such as interviews and the employer brand.
Linkedin, large -scale laboratory
For Microsoft, Linkedin is a Strategic training field. Unlike general engines, the professional network has structured, qualified and longitudinal datafrom CVs, post history, publications and interactions. Close integration with the Microsoft suite (Outlook, Dynamics) completes this device.
The goal is to Gradually deploy intelligent assistance tools throughout the recruitment cyclefrom sourcing to onboarding, through the comparative analysis of job offers and the writing of personalized messages. These features are made possible by the advances of the generative AI, but also by the progressive standardization of HR user routes on the platform.
To a paradigm change for recruiters
Sourcing automation does not eliminate the need for recruiters, but it transforms its practice. In HR services, this development raises several questions:
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- What new performance indicators? The success of a recruitment cannot only be measured at the selection speed.
- How to guarantee diversity and inclusion? An AI based on past behaviors can reproduce systemic biases.
- How to maintain a human link in the first interactions? Automated generation of messages or shortlists is likely to standardize approaches.
HR professionals are therefore invited to review their skills, especially on the Curation of profiles, the qualitative validation of IA suggestionsand understanding the recommendation models.
Automation under control?
The introduction of these AI agents intervenes in a context of growing regulatory pressure on the use of personal data and the transparency of algorithms. If Microsoft is cautious in its communication, the multiplication of intelligent features on LinkedIn implies a Extended access to sensitive data. The European legal framework, in particular the recently adopted IA regulationcould force the platform to explain its matching criteria more.
There remains a central question: will companies adopt these tools as a strategic lever, or as a simple productivity gain? In large structures, the interest in an integrated sourcing AI seems real. But in SMEs or specialized firms, resistance to algorithmic standardization of recruitment remains strong.
