How should one approach AI in recruitment? We'll sort out many questions!
Artificial Intelligence (AI) is reshaping the recruitment landscape. From improved candidate matching to reduced bias and more efficient processes, but are all new AI solutions really as good as they claim to be? Will human HR practitioners be replaced by completely AI-driven recruitment processes? We explore these considerations below.
The Role of AI in Recruitment
The recruitment industry is facing an exciting transformation, where artificial intelligence (AI) plays an increasingly important role. Let's explore how AI can change different aspects of the recruitment process and what HR practitioners should consider when navigating among all AI solutions and functions available.
The Benefits and Potential of AI in the Recruitment Industry
Many AI solutions and functions have great potential to help organizations save both time and money in an otherwise time-consuming and usually costly process. Automating the selection process, for example, can make that step instantaneous, freeing up time for recruiters. But several solutions can also contribute to increased quality in recruitment work. AI-developed selection functions can, for example, in addition to time savings, also contribute to more systematic selection, which reduces the risk of discrimination and improves selection accuracy. A well-developed AI can also learn from organizations' recruitment work to find patterns, important factors, and match things that a human might not have found patterns in. In short, the great potential can be seen in:
Intelligent matching: AI can analyze thousands of CVs and profiles instantly, identifying the most suitable candidates based on the right factors.
Predictive analysis: By learning from previous successful hires, AI can predict which candidates have the greatest chance of success in a certain role.
Objective screening: One of AI's most promising aspects is its potential to reduce human bias. AI tools can assess candidates based on merits and qualifications, without being affected by unconscious biases.
Diversified talent pool: By focusing on competencies rather than background, AI can help companies build a more diverse and inclusive workforce.
Candidate Experience - Not Just Positive..?!
An important aspect in all work organizations do related to recruitment is to also consider the candidate experience. And related to candidate experience, we see that AI can give both positive and negative results. AI can on one hand improve conditions for good and efficient communication with candidates. On the other hand, according to several studies, candidates often feel that AI makes the experience worse as they miss the human touch. So AI related to candidate experience:
Chatbots and virtual assistants: Provide quick answers to candidate questions 24/7.
Possibility for personal communication: AI can tailor messages and updates based on the candidate's profile and stage in the process.
Risk of impersonal communication: Chatbots and auto-messages can sometimes be perceived as impersonal and the feeling of distance between candidate and company can arise.
Challenges and Risks with AI in the Recruitment Industry
While AI offers many advantages, there are also challenges to manage. Algorithms are trained by humans and even though the possibility of getting less bias in the recruitment process exists with AI, we must also understand that with human training of AI there is also a great risk that human biases are transferred to the AI being trained. Therefore, when choosing solutions and functions, it's important to review and understand how the algorithm has been trained and with what data. With AI there is also the risk that we can lose control and transparency if the algorithms become too complicated. Without insight into how AI works, we risk it discriminating without our understanding, which can negatively affect the candidate experience. Challenges and risks with AI can be briefly summarized:
Bias without knowing it: AI is trained by humans who can transfer their biases to the AI. We tend to trust the AI and this can make us unaware of biases that the AI has.
Lost control: AI solutions can sometimes just be implemented without us knowing the foundations it works on - which means we can lose control of what actually happens in our processes.
Future Prospects
Future recruitment will likely consist of a seamless relationship and integration between AI solutions and human manual work. When as an HR practitioner considering implementing an AI solution, it's important to ask yourself why? It's also important to understand the need and then not just buy the solution without scrutiny, but instead familiarize yourself with the foundations on which the AI is built. Some things we can believe when it comes to AI related to recruitment going forward are:
Hybrid recruitment models: AI handles time-consuming tasks, freeing recruiters to focus on strategic and interpersonal aspects.
Continuous learning and improvement: AI systems will become increasingly sophisticated, learning from each interaction and result.
Broader competency-based recruitment: Focus shifts from traditional qualifications to a more holistic assessment of candidates' abilities and potential.
Conclusion
AI's entry into recruitment marks the beginning of a new era of efficiency, fairness, and data-driven decision making. By embracing these technologies while preserving the human touch, companies can position themselves to attract and retain the best talent in an increasingly competitive job market.