Excerpt from a YouTube panel (Johnny Campbell) featuring Norma Taylor Ladousse (L'Oréal) discussing the future of AI in talent acquisition. Key points: L'Oréal applies an ethical/responsible framework and a strict principle of human supervision (humans review outputs; AI will not make hiring decisions). The company is retraining and reinventing recruiter roles to use AI tools (including LinkedIn) while ensuring human assessment for cultural fit, leadership, and potential. Recruiters are also being trained to understand how candidates use generative AI—Norma reports candidates already using live generative-AI during interviews—and to educate candidates on responsible use.
Chapters
I mean, on top of our responsible framework, you know, whether it's looking at AI from an ethical diversity, transparency, communication point of view. On top of that, we have a principle of human supervision. So everything requires a human set of eyes on what's been done, you know, whether it's, you know, job descriptions, you know, and obviously, you know, no hiring decisions will ever be made by, well, they're not made today, and I don't think they'll ever be made at l' Oreal by AI. So making sure that we are augmenting our recruiter, obviously their role will be reinvented. But we're not going to change the fundamental part of recruitment which would be assessing humans by humans, especially for all of the aspects of the jobs which can't be, you know, assessed through in more objective terms. So we're thinking of, effectively, cultural fit, we're thinking of leadership qualities, we're thinking of, you know, even our dimensions of potential at l'. Oreal. So everything that these should and will be assessed by humans. This is why, you know, at l', Oreal, we've been obsessed with, you know, training our teams, training our teams and how to use, you know, to be at ease with the tools on using the tools of our providers and even on LinkedIn. How do you actually use, how do you embrace technology in LinkedIn, you know, to just become better recruiters? And one of the aspects that we had talked about, Tim, during our preparation phases were we've also been training our teams on how candidates are using Genai. Because even if we don't do anything and everyone who's on the call today, even if we never do anything from an AI point of view, our candidates are using it. And so this, we have to keep up, we have to know exactly what they're doing. And I don't know about the people here, and I'd love to see this in the chat, but we have already had candidates who are using live Gen AI tools during interviews. And we're able to pick up on this, we're able to see it, but it opens up a whole new set of questions of how you actually, how you actually reacted. But it's really important that our recruiters know that our candidates are using tools and they should be using tools to prepare for their interviews, to enhance their presence on their social media, even personalizing the messages that they're sending to recruiters, etc. So it's a whole different world. We need to know, and we also need to educate our candidates on when to use them, how to use them, how to use them responsibly and how to completely embrace the possibilities of genai. So it's a whole new world, but a very exciting world. Yes.
