But is it an intelligent choice for the recruitment industry?
As we advance into a new age of technological evolution, ‘Artificial Intelligence’ (AI) is at the forefront of looming radical changes headed our way. With computers able to carry out basic operations 10 million times faster than the human brain, and store vastly more data, it is no surprise that we have sought to integrate these computational mega-brains into our industries. But what about the recruitment industry, how will it affect us? And, is this idea really as intelligent as it sounds?
1. The recruitment process will be quicker and more detailed
With new Applicant Tracking Systems (ATS) like our very own, thousands of applications from potential candidates can be categorised and sorted without human input. The software uses keywords, word flows, and other data points to analyse and prioritize the thousands of resumes received online for each position. Yet, what is truly astounding is that it can do this instantaneously and be sorted by recruitment staff with ease. Moreover, the candidates can fill out the application quickly in a compact format. AI will increase the likelihood of finding the ideal fit, without extensive recruiter input.
2. Character analysis will be in greater depth
Candidates will be assessed not just on their resume and cover letter, but AI will allow recruiters to assess their wider online presence (e.g. social media, blogs, etc.) and networking efforts. Even a candidate’s honesty and social cues can be evaluated during interview facial recognition which evaluates voice quality, the pace of speech, voice energy, use of fillers, facial micro-expressions and body language.
3. AI will interview for you, freeing up time for recruitment staff
As mentioned, AI can insist on character-judgment and social evaluation during interviews, but it can also host them without human supervision. Instead of humans asking questions, candidates are required to react to computer-led questioning. Thus, a more comprehensive and deep preparation is required as they cannot just rely on social cues.
4. Candidates will be able to ask questions without speaking to recruitment staff
Chatbots are becoming ever more prominent in all aspects of online business, and now recruitment too. Instead of having to call or email which can be time-consuming, a candidate can ask questions to the automated response bot which can speed up enquiries and encourage potential applications.
Artificial (lack of) intelligence?
1. With AI why would we need humans?
It is predicted that by 2035 AI technologies could increase productivity by 40% or more; however, this means that within the next ten years AI is predicted to replace 16% of HR jobs1. Companies reassure the recruitment community that AI does not necessarily mean staff will be made redundant but that it will aid with the job by eradicating the mundane tasks and allowing more time for the later stages of the recruitment process to take precedence. Yet, as AI becomes more significant in recruitment, we must make sure it does not become overly dominant.
2. AI isn’t human interaction
Despite AI’s many positives, but we must be careful that we do not lose our human connection which is such a vital part of working life. AI interaction can assess candidates effectively in many ways, but social skills and the ability to interact with other humans can only be shown by processes that allow for this. We must integrate AI without letting it completely take over.
Undoubtedly, AI is set to revolutionise the recruitment industry. Candidates can be contacted and processed from far and wide, in the blink of an eye, and categorised in ways that judge their personalities, habits, and online presence without anyone having to lift a finger. Though, as we continue to harness AI’s positive potential, we must be careful to maintain the human relationships that work relies on. We must use AI to help recruiters, not replace them.
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