Artificial intelligence (AI) is changing the recruitment process. The jury is still out if this is better for candidates, or just more efficient for the recruiting company. Most organisations are now using some sort of software to do things like filter job applications, screen CVs, and keep candidates up to date, but more are now experimenting with using AI in their end-to-end recruitment processes.
Copyright: aijourn.com – “How AI is revolutionising recruitment” by Wayne Butterfield
AI, at its best, can save recruiters time, help find the right talent, and deliver new insights into people and processes. It’s also proving beneficial in helping to remove some bias from the recruitment process and in retaining skilled recruiters. However – and it’s a big caveat – there is a really important discussion to be had around different potential bias and AI, and whether AI is best-suited to making decisions around human employment.
There are four core areas where AI is being used to support recruiters:
1. AI can save time and create a more efficient process – but don’t let it be too restrictive
Tools like AI for chatbot-enabled automation can replace repetitive tasks (such as job posting and candidate screening), or AI-enabled candidate sourcing and candidate engagement. AI can even be used for video interviews. These tools can also have a significant impact on reducing the time to hire.
As more administrative and repetitive tasks are assigned to automation technology, recruiters can focus on areas where they can add the greatest value. For example, they would have more time to get to know a shortlist of candidates – spending more time on the interview process and investing time in candidate development.
The risk here is that the AI will make a decision – either through the first filter or in an automated job interview – and reject a candidate that may not meet the technical criteria, but who has qualities that could stand out in a human interview process. For example, someone looking to change careers may not have the right number of years in the industry specified in the job spec, but could have fantastic transferable skills. Such an oversight would be hugely frustrating for both the recruiter and the candidate. There is also an obvious risk of programmed bias.
Thank you for reading this post, don't forget to subscribe to our AI NAVIGATOR!
2. AI can help remove bias from the recruitment process (if the AI isn’t inherently biased)
Having said that, AI trained well can help to remove human bias from the process, when recruiters use it to support skills-based hiring by matching key skills to roles. AI can also support an organisation’s diversity recruitment goals. […]
Read more: www.aijourn.com
Artificial intelligence (AI) is changing the recruitment process. The jury is still out if this is better for candidates, or just more efficient for the recruiting company. Most organisations are now using some sort of software to do things like filter job applications, screen CVs, and keep candidates up to date, but more are now experimenting with using AI in their end-to-end recruitment processes.
Copyright: aijourn.com – “How AI is revolutionising recruitment” by Wayne Butterfield
There are four core areas where AI is being used to support recruiters:
1. AI can save time and create a more efficient process – but don’t let it be too restrictive
Tools like AI for chatbot-enabled automation can replace repetitive tasks (such as job posting and candidate screening), or AI-enabled candidate sourcing and candidate engagement. AI can even be used for video interviews. These tools can also have a significant impact on reducing the time to hire.
As more administrative and repetitive tasks are assigned to automation technology, recruiters can focus on areas where they can add the greatest value. For example, they would have more time to get to know a shortlist of candidates – spending more time on the interview process and investing time in candidate development.
The risk here is that the AI will make a decision – either through the first filter or in an automated job interview – and reject a candidate that may not meet the technical criteria, but who has qualities that could stand out in a human interview process. For example, someone looking to change careers may not have the right number of years in the industry specified in the job spec, but could have fantastic transferable skills. Such an oversight would be hugely frustrating for both the recruiter and the candidate. There is also an obvious risk of programmed bias.
Thank you for reading this post, don't forget to subscribe to our AI NAVIGATOR!
2. AI can help remove bias from the recruitment process (if the AI isn’t inherently biased)
Having said that, AI trained well can help to remove human bias from the process, when recruiters use it to support skills-based hiring by matching key skills to roles. AI can also support an organisation’s diversity recruitment goals. […]
Read more: www.aijourn.com
Share this: