Impact of AI on Talent Acquisition: What you need to know.
As AI technology continues to advance, more and more companies are starting to use it throughout the recruitment process. What do you need to know and consider when you look to explore the opportunities of leveraging AI in Talent Acquisition?
Machine learning has been helping recruiters for a long time with resume screening and parsing, but now AI can automatically scan and parse resumes to identify key information such as work experience, education, and skills in a way we have never seen before.
AI-powered chatbots and virtual assistants can help candidates on career sites with common questions, scheduling interviews, and providing updates on their application status. AI can also be used to help new hires navigate the onboarding process and provide training and support.
CRMs are using AI to search through large databases of job candidates to identify potential matches based on skills, experience, and other criteria. The ability AI has to leverage both structured and unstructured data is changing the way we search for candidates.
Some of the more advanced ways AI is being used is where candidate data is being used to identify patterns and predict job performance based on factors such as personality traits, cognitive ability, and behavioural tendencies. Along with video interviews to identify patterns in speech and behaviour, such as nervousness or confidence, to help evaluate candidates.
These more advanced ways that Ai is being used is where organisations need to be careful... just remember what happened in 2018. See the link below for more context.
Based on a Linkedin poll I ran recently showed over 40% of respondents said they are already using AI in recruiting for their organisations
To see the results click here to go to the link of the poll.
The positives of AI
On the pro side, AI can help make the recruitment process more efficient and objective. AI tools can sift through resumes and applications faster than any human recruiter could, and they can do so without any unconscious biases that might affect human judgement. AI can also help identify patterns in the data that humans might overlook, leading to better hiring decisions.
领英推荐
Some things to consider
However, there are also some cons to using AI in recruitment. For one, AI systems are only as good as the data they're trained on, and if that data is biased or incomplete, it can lead to biased hiring decisions. Additionally, some applicants may feel uncomfortable with the idea of their personal information being analyzed by a machine and may be sceptical of the fairness of the process.
Overall, there are pros and cons to using AI in recruitment, and companies should carefully consider these factors before implementing any AI tools in their hiring process. By understanding the potential benefits and drawbacks, employers can make informed decisions that lead to more effective and inclusive hiring practices.
What do you think about AI in talent acquisition? Let me know in the comments below!
Principal Talent Acquisition Specialist/Principal Recruiter
10 个月AI can certainly be helpful and useful in recruiting. However, not everyone is a "resume writer" and outstanding talent can be overlooked when AI is used. A seasoned recruiter and spot the "golden nuggets" or "diamonds in the rough" so to speak much better than AI is able to.
Student at Ahmedabad University
1 年Well said
LinkedIn Career Coach | Ready To Land Your Dream Job in Tech? I Help Salespeople In Tech Access LinkedIn's Hidden Job Market | Book a Free 1:1 Career Planning Session With Me ??
1 年One of the things that typically surprise me when it comes to AI in recruiting is this sense that AI should have it's "hands" in every step of the way (and almost replace the recruiters). Personally, I think that is nonsense. AI should be used to quickly provide the user with actionable insights. IBM even defines AI as a tool to enable problem-solving. This is the issue that I find above. The problem solving is NOT to recruit a person because that is far too big of an action with endless factors affecting the end result. Most of which are not based on correlations such as diversity, or simple preference of the hiring manager. AI should be used to create the best copy writing. The best content for employer branding. The best practices for the interview process. All so that the recruiter can do their job better, faster, and more informed. What are your thoughts?
People & Culture | AI Solutions | Hockey Coach
1 年Great insight Simon! One thing I've noticed is that leaders are now shifting from an "If we use AI" to a "when we use AI" mindset. However, the market is flooded with new AI tools (worse than the IoT trend a few years ago) and Guillaume? ALEXANDRE hit the nail on the head here. Not everything is really AI and it's overwhelming companies working towards TA Transformation. A lot of "all-in-one" solutions are back pedaling into AI and making it sound great with marketing jargon. But a Jack of all trades is likely a master of none. And with the sensitivity around past AI failures and regulations forthcoming, it's important to look under the hood...
Enterprise Account Executive
1 年Data is definitely key! As others have mentioned, the best use of AI is actually machine learning algorithms using validated data which is also reviewed periodically to ensure no adverse impact. This is how we do things at Harver ?? I also totally agree with you on keeping a human element - at the end of the day it's nigh impossible for a hiring manager to assess how they would interact with someone without speaking to them. But AI can help get the highest quality candidates to that final stage, in a less biased way, than CVs or past experience.