Does Artificial Intelligence (AI) have a place in the world of recruiting?
Using AI to recruit may seem contradicting given the presumptions that AI is going to replace human labour with machines and cause a rise in unemployment. While there is validity in that AI can diminish the demand for certain jobs, the technology itself essentially acts as more of a resource that a replacement. For example, in the case of recruitment, AI becomes a valuable resource for HR professionals to enhance their hiring processes.
Some of these enhancements include:
Saving time
AI recruiting programs process large amounts of data, produce information in record time and handle mundane tasks. For example, some of these mundane tasks such as crafting job descriptions, performing background searches, analysing resume info and scheduling interviews can now be efficiently performed with AI recruitment. The time recruiters save on these tasks could now be productively allocated elsewhere. Recruiters can now focus on more complex activities such as customising onboarding experiences, upgrading training for new hires, and finding innovative ways to maximise human potential and reduce employee turnover.
Being hyper focused
While debates will continue over the capabilities of AI versus the human mind, one cannot ignore the ability of artificial intelligence to specialise. Whereas, human input is subjected to biases, assumptions and error, the likelihood of these is diminished when AI is involved. Therefore, there is a higher likelihood of shortlisting candidates in a manner that is more objective without prejudice or bias.
With AI recruiting programs, recruiters benefit from hyper-focused results, in less time with less probability of errors.
Predicting chances of success
AI recruitment programs offers HR professionals a key feature known as predictive analysis. The technology considers a candidate’s skills, work experience, background, education level, social media presence and personality data to gauge the level of success that candidate would likely have within that particular role.
Predictive analysis aids recruiters by not only specifying who is a proper fit for the job, but also how and why. Candidates with the highest success rating will be presented. Recruiters can then decide if this recommendation holds merit and should be further explored. Usually, companies who utilise AI recruitment technology use the predictive analysis feature to develop their shortlisted candidates to interview.
More personalised searches
Job searches, with the use of AI are more personal. For example, if an individual is visiting a company’s social media platform or website to search for vacancies, Chatbots are employed to get more information from potential candidates beyond simply skills, qualifications or education.
The Chatbot would solicit information about a person’s socio-economic background, lifestyle, personality, willingness to relocate, travel, work in office, work after hours and the type of work environment they would thrive in the most.
Traditionally, such information would be uncovered during the interview process. With AI however, this insightful information is available to a recruiter before the interview, which expedites the hiring process.
Virtual interviews
A recruiter having candidates to interview may choose to utilise AI pre-recorded interviews. The AI program can generate a list of relevant interview questions. These questions are sent to the shortlisted candidates, who can answer these questions on a recorded video and submit to the recruiter.
Based on keywords from the recorded interviews, the AI software will again use predictive analysis to recommend which candidate has the highest probability of success. High-success candidates will therefore, be contacted again for a second interview. This AI feature helps companies make more informed and efficient hiring decisions.
How to prepare your recruitment team for an AI future?
These are some actionable steps companies can adopt to successfully incorporate AI with their recruitment practices:
Experiment, Test & Upskill
Selecting the right AI recruitment tool requires knowing which areas of the hiring process the company is trying to improve. Different AI tools offers the same functions; however, some features can be tailored for companies within specific industries, who are seeking specialised talent.
Therefore, it is important that HR teams ensure they are clear upon:
- How do we want the AI program to impact our time, budgets, operations and quality of candidates?
- What talent do we prioritise and seek to recruit from a wide labour market?
- What areas of our hiring process needs improvement or enhancement?
- What will be our code of conduct – how will confidential or sensitive information plugged into the AI program be managed and secured by our team?
- How will the inputs (prompts, job information and raw company data) and the outputs (client recommendations, success analysis and candidate’s details) be professionally managed?
It is essential to know what your company desires from the use of AI technology is order to select the right vendor and infrastructure.
