The Increasing Impact of AI on Recruitment
As tech tycoons such as Elon Musk, and politicians like Andrew Yang sound the alarms on the future of AI, everyone is left wondering how AI will affect their careers. Will some people even have careers, as AI proves to be more precise, agile and cost-effective in most lines of work? But, the even more mind-boggling and worrisome question is, how will AI affect all of our careers? In many ways, the careers of every employee rely on the people responsible for the human resource management in their companies. What if AI replaces these people? Does a dystopian future await, where all of our data harvested determines our careers? The answer should be no.
In many lines of work, the AI is leveraged by the humans to produce the desired outcome, so the humans aren’t irrelevant (yet). Nonetheless, maintenance and optimization of AI could actually be creating more jobs than they are destroying. For now, at least…
How is AI Being Used in Recruitment?
As we’re theorizing the prospects of an absolute AI takeover, we’ll need to first highlight how AI is being used in recruitment. Is the role of AI so pervasive that recruiters are at risk of becoming irrelevant in the recruitment process? Let’s take a look at some of the ways AI has been introduced to recruitment and some its effects.
Determining which Candidates Match Best for the Job
Hiring teams are not always specialized for recruiting all roles, and as such, there can be a degree of uncertainty when screening candidates for skills and technicalities. Smart screening powered by AI can help dissect the candidates’ profiles and determine how much they match with the job. In addition, online assessment tools, personality tests and other screening methods can be facilitated with AI to determine the candidates’ technical abilities.
Removing Biases from Decision-Making
Another wonderful thing about AI in recruitment is that it can help remove biases from decision-making procedures. Through the insertion of objective assessments of candidates, the decision-making process in recruitment will be redefined.
But don’t worry, the human is still in control. Sourcing and screening for cultural fits is still something that the AI won’t be able to do, as a lot of times, it’s not definitive exactly what would make a good cultural fit. A lot of these decisions can be based on intuition and emotion, and without accurate data input, the AI can’t know what to look for. Even if AI significantly improves in understanding human emotions, humans would have to significantly improve at understanding what they’re looking for in terms of organizational fits… Removing biases from deciding cultural fits is rather being improved through the application of facilitated collaborative hiring with recruitment software.
Sourcing candidates for jobs is made significantly easier with AI. With automated candidate rankings, resume parsing and data collection & organization, not using AI to source candidates nowadays is a death sentence. But there’s still a long way to go for candidate sourcing. Take this into account: when you go to Google you can search and find anything you’re looking for, that’s not quite the case yet when it comes to searching for a candidate.
Honestly, the possibilities of HR-tech in the recruitment field are exciting, and it’ll be fascinating to see what the future of recruitment holds. As more and more companies realize the benefits of leveraging recruitment software, it is safe to assume that an HR-tech revolution is afoot.
The modern recruiter in the age of AI
As we explored the possibilities and uses of AI in recruitment, we saw, however, that the role of the recruiter is substantial. The evolution of HR-tech will see recruiters have powerful technology at their disposal, to be able to carry out their recruitment practices with more ease and precision.
In truth, we are already seeing this revolution right here before us, as recruitment software enables more and more employers recruiters to recruit like enterprises with huge HR departments would, and recruitment practices such as recruitment marketing and global hiring being more accessible.
In conclusion, the recruiter is here to stay, only with far more advanced technology to help them build their team.