CASE STUDY to attracting professionals aligned with the future we are building,” he said.
This journey of innovation in the area is born in the face of growing challenges in Eletronet’ s HR routine, such as the increase in the volume of open positions, the need to provide faster responses to internal areas and the greater complexity involved in the evaluation of professional profiles.
We plan to expand our workforce in 2026 and we believe that technology will be an important foundation for this.
With this scenario and processes that were previously very dependent on manual actions, it became essential to have a more modern and intelligent approach, capable of meeting the company’ s evolution and raising the quality of hiring decisions.
The use of AI is based on the configuration of the vacancy requirements by the HR team on the platform itself, such as technical skills, behavioural skills, minimum experiences, certifications, languages and availability. When accessing the vacancy, interested parties can immediately start a voice or text interview with the agent. evaluation to conduct personalised interviews, apply behavioural tests and generate reports, the AI agent will enable more agility in choosing candidates. It will also allow HR to focus efforts on the really decisive moments of hiring, dedicating more time to strategic activities. The project is in the implementation phase with the first pilots underway.
“ The adoption of AI in HR activities marks the beginning of a new trajectory for the company, which is in a phase of accelerated expansion, which requires more structured and integrated flows to keep up with this pace,” said Rogério Garchet, CEO, Eletronet.
Garchet said Digital Transformation starts with people and SophIA arrives to raise the level of recruitment, making sure that the right talent reaches the company.
“ We plan to expand our workforce in 2026 and we believe that technology will be an important foundation for this. The use of AI is a natural and strategic step, which reinforces our commitment
The questions are built in real time and adjusted according to each candidate’ s answer, deepening points relevant to the role. During the conversation, the AI agent records the information provided, identifies patterns, analyses coherence, clarity and pertinence and, when necessary, applies a behavioural test.
Then, SophIA compares the data collected with the content of the resume, verifying the consistency between what was declared and the professional history. This cross-analysis assesses the degree of compatibility, actual experience and alignment with the requirements of the position.
The results of the interviews are presented on a panel, in which the AI processes all the information automatically and highlights the participant’ s strengths and points of attention, in addition to a score in relation to the professional’ s suitability with the vacancy.
In this same environment, it is still possible to view a ranking of candidates, allowing the recruiter to quickly identify the profiles most adherent to the opportunity and proceed with the next steps of the process, which also include interviews with managers.
“ We follow high standards of security and data storage. All information handled by the AI www. intelligentcio. com
INTELLIGENT CIO LATAM
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