Developing your personal brand in the face of predictive recruitment

Every publication on the web contributes to enhance or damage your personal brand. An AI feeds on it.

Every publication, every comment, every action posted on the Web contributes to enhancing or damaging your personal brand. If something seems trivial today, it may become more important in the future, especially with the use of AI in recruitment processes. Preparing or even developing your personal brand is and will be more important than ever.

What is personal branding?

The concept has emerged as an employability technique.

Personal branding is a personal development concept that consists of considering oneself as a brand that must be built and protected in order to differentiate oneself. Developing a personal brand is about identifying and communicating the characteristics that set us apart, that make us relevant, different and visible in a homogeneous, competitive and changing environment.

Professionals who want to differentiate themselves to increase the value of their work or professional contribution must build, promote, communicate and protect their personal brand.[1]

Artificial Intelligence Applied to Recruitment Processes

Artificial Intelligence (AI) is beginning to emerge as the next big change in the selection and recruitment processes. This will reduce the number of repetitive tasks in a recruitment process because it will automate some of the flow.

Predictive analytics to recruit

Predictive recruiting reaches out to candidates based on a given profile through an algorithm, making it easier to find the ideal candidate.

This AI-based algorithm automates the recruitment process by searching for the necessary characteristics for a particular vacancy. The system searches the web for keywords related to these attributes, broadening the search field to find the ideal candidate.

Predictive recruiting not only takes into account the search criteria related to the position, it also values the company's recruiting history and digital presence across its website and social platforms. All of this helps the system draw a picture of the ideal candidate.

Once you have a complete database of people who meet the search criteria, the AI can send an automated email to each of them. After reviewing their responses, a list with a candidate selection is completed.

Social media posts and online visibility of candidates also help filter out the best candidates.

Benefits of predictive analytics

One simple way to quantify the value of predictive analytics is how much time it can save you per hire.

Here is how much time a recruiter can save by using predictive recruiting analysis to screen and prequalify candidates. [2]

recruiting-predictive

Higher quality hiring processes

Hiring models are now being rethought with smarter processes and constant data evaluation.

By combining hiring processes with production performance, attrition data, employee lifecycle information and other relevant data, companies can build profiles that predict an employee's future performance.

Smarter, more efficient sourcing

Sourcing is often a sore point for recruiters because it is time-consuming. Predictive analytics helps HR teams optimize their hiring strategies by eliminating the least competitive sources.

Models can be used to evaluate:

Job posting media,
Third-party recruitment agencies,
employment agencies,
internal recruiters,
etc.

Faster, more targeted hiring

Finally, predictive analytics have a significant effect on hiring speed. As the hiring model continues to develop and become more refined and complex, the ability to quickly select the best candidates also improves dramatically.

More difficult to mislead a recruiter than an AI

We have known :

fake resumes or resumes that have undergone a questionable facelift,
fake influencers or manipulated profiles on social networks,
anonymous trolls,

which could fool the humanœil. With predictive recruiting, that time will be gone.

The AI will be able to find, compare and analyze a very large amount of data. Any inconsistency, any manipulation is likely to be easily detected.

Think of AIs being able to identify who the author of a text is solely through writing style.

« Stylization assumes - in the context of authorial attribution - that there is an unconscious aspect of an author's style that cannot be consciously manipulated but that possesses quantifiable and distinctive characteristics.

The Dangers of AI to Your Personal Brand

The personal branding techniques that work and consist of publishing content and showing up as an expert on social networks, the personal SWOT matrix image [4] can be endangered by predictive recruitment.

Deleting or hiding inappropriate content

Content will never be buried. To make a content invisible to recruiters, two techniques exist:

have it deleted;
have it regraded far down in the search engine results.

We can think that AI will use its power and will not stop on page 2 of Google. It will be able to scan much deeper to find distracting content.

The idéal would be to have the content deleted. However, there remains a smaller risk admittedly, as sites like archive.org record the ad hoc history of web pages.

Publish anonymously

A person today can express an opinion on the web via a pseudonym or anonymity. If an AI can attribute authorship of a text to a person only because of the style used, it is better to avoid this kind of publication.

AI and facial recognition

Photos can be even more compromising than texts. You have to avoid being caught or taking pictures of yourself in dangerous situations. AI can use the search in Google Image as well as in the main engine.