Artificial Intelligence (AI) powered systems are re-sculpting the online landscape. By doing so they are providing many businesses with the opportunity to create and leverage previously unobtainable competitive advantages. However, are the AI opportunities as good as advertised and if so, what is the reality of AI in recruitment processes?
What is AI?
The idea of artificial intelligence (AI) originated during World War Two and was proposed by Alan Turning. The term was later coined in 1956 by John McCarthy. He was seeking funding to explore “the possibilities of intelligent machine implementation.”
At its essence, AI aims to design systems that are able to think like humans. In doing this they seek to carry out tasks that usually require human intelligence to complete. For example, they can learn, analyse, draw conclusions, or take action according to the information they gather. Scientists describe AI as showcasing how the human brain works by holding code in a similar way to our brain’s neurons.
Three Types of AI
- Artificial Narrow Intelligence (ANI): Has a specific and limited focus.
- Artificial General Intelligence (AGI): Can imitate human cognitive activity.
- Artificial Super Intelligence (ASI): Mimics human intelligence and can surpass its capabilities.
Machine deep learning is intended to specifically simulate the biological neural network of humans. It thereby aims to enable AI to perform tasks that come naturally to humans. The accumulative data and learning capabilities of AI mean that it is continuously gathering and assimilating data in a way that causes it to rapidly This makes the possibilities of where AI-enabled technology can be applied immense.
Artificial Intelligence in Recruitment
Recruitment and selection processes are renowned for being time-intensive and not without challenges. Consequently, it’s often best to use a , especially for a critical position, as who is hired can impact a company’s bottom line. The global AI market is projected to reach over USD1.8 billion by 2030, this indicates that it’s here to stay. Increasingly those employing talent are seeing the benefits of using AI in recruitment processes. Simultaneously they are also encountering new challenges because they’re using AI for recruiting.
What is AI for?
AI can be used in recruitment processes to streamline and automate various steps. It does this by using algorithms to, for example, find, assess, sort, and provide feedback on job candidates. One of the primary intentions of using AI during a recruitment process is to enable those reviewing applications to make data-driven decisions and consequently better selections.
How Can AI Help Recruitment?
Proponents of AI put forward that data-driven recruitment decisions are more effective, efficient and accurate. Employing the wrong person for a key position can have a detrimental impact on a company’s productivity and bottom line. Accordingly, being able to augment recruitment methods yields many potential advantages for a company. Applicant Tracking Software (ATS) is a popular AI recruitment tool that can do this. It offers a range of AI capabilities that can enhance recruitment processes, from finding to hiring and retaining top talent.
5 Benefits of AI Recruitment
- Reduced time: Sorting through job applications is one of the most time-consuming parts of employing someone. AI-based solutions can find potential candidates amongst hundreds of applications in seconds.
- Expanded Pool of Candidates: Most often there are more passive than active job-seeking candidates who are appropriate for a job. AI allows for a more inclusive and wider spread candidate search.
- Decreased Admin: AI software can be used to accomplish the more mundane administrative tasks, for example, scheduling of interviews.
- Elimination of Selection Bias: Automation of a resume screening process mitigates the risk of selection bias, thereby making the process fairer and more aligned with requirements.
- Improved Applicant Experience: One of the top reasons a successful candidate turns down a job offer is because of a negative recruitment experience. Using AI streamlines the application process, making it a more efficient system for a candidate to be part of.
Disadvantages of Using AI in Recruitment
Technology has the potential to make processes, like an applicant tracking system, much more efficient. However, AI falls short of being able to understand and consider nuances potential candidates and their CVs might have. Thus, while AI has the potential to yield many advantages within the recruitment process, an AI recruitment process also has drawbacks. These need to be weighed up against the disadvantages of traditional recruitment methods.
5 Weaknesses of AI in Recruitment
- Ignores Human Idiosyncrasies: These are the distinctions between candidates that could be important for a correct company culture fit.
- Overlooks Potential Candidates: Not every suitable candidate’s CV will include keywords an AI screening system uses. Therefore, underachieving CVs of suitable candidates will be excluded.
- Requires Additional Skillsets: Access to data is only as valuable as knowing when and how to apply it. Extra skill sets, like those data scientists have, may be needed to effectively use AI software, and interpret information obtained by it.
- Cost: Good AI software comes at a price as free software tends to be more generic. It therefore also can require time to teach and update to provide meaningful and accurate information.
- Machine Learning Flaws: As algorithms evolve, they can unknowingly become inherently flawed. For example, creating a gender-based bias within a selection process.
Will AI Take Over Recruitment?
It’s highly unlikely that AI will replace the need to use a skilled recruitment agency. What is becoming a reality is that the winning combination for finding top talent is AI and skilled recruiters. This partnering enables a recruitment process to be data-driven but tempered with human insight and practical experience. Thus, AI can be successfully used alongside but not altogether replace traditional recruitment methods.