NEW APPROACHES IN HRM

58 advantages and side effects of its implementation. Chat bot is considered to be the most interesting derivate of AI, the software that is capable to simulate the natural conversation via SMS, social networks, websites and other mobile applications (Christensson, 2014). Petrovska in her master thesis gives the illustrative example of the application of the chat bot at the labour market in Serbia. Author gives a list of relatively well known digital recruiting tools, for collecting and ranking biographies, conveying preselection procedures and interviews ( MYA, HireVue, Paññã, Affectiva ) so called social media scraping bots (Owais, 2018) for discovering and rediscovering candidates ( candidate rediscovery ) (Doyle, 2019) and for integrating all those procedures by ( ATS - Applicant Tracking Systems ) (Doyle, 2019). ATS combined with AI enables multiple usages for different purposes. Systems empowered to predict someone`s implicit aspiration for altering job, as ENTELO and ENGAGE TALENT , are also mentioned. While the average experience of majority of applicants is that they were not aware of communicating with AI, the trend of personalizing and „ naturalizing ” interaction with chat bot is going further introducing the personification of the technology in the avatars and robots. In her work Petrovska gives an example of the application of the online robot „ VERA ”, conceived in the Russian startup company. „ VERA ” is programmed to replace a human recruiter in his repetitive tasks, and she has a capacity to conduct about 50.000 video interviews per day. Creators affirm that VERA`s competencies include: sentiment and content speech analysis, speech synthesis and recognition, emotion recognition for voice and video formats, natural language question answering system. Pilot project of the local outsourcing company, Trizma , in applying AI in the process of recruitment and selection, conducted in the period from September 2018 till January 2019., is presented in the work of Petrovska. The chat bot VERA was present in three phases of recruitment process: contacting and interviewing candidates, and in the process of decision making. About 120 people were experienced the interaction with VERA and she was the most efficient in the process of contacting candidates. It was said that her application shortened time planned for these activities for more than 50 %. On the other side, experiences of the recruiters and candidates interacting with VERA are various. Non-negligible number of them testifies that they did not experience this communication as natural, with situations of misunderstanding between them. Nevertheless, some of them did not notice particular difference or strange in interaction, and some of them being thrilled to participate in this “futuristic” scenario. Recruiters found facing with technical problems to be the most difficult part of the