Powering Recruitments With Artificial Intelligence (AI)

The future is technology-driven with an increasing use of softwares to power the most basic and complex processes alike. Therefore, it isn’t a surprise that the world of work is relying more heavily on machines and technology to drive development across channels.?

Today we explore the rise of Artificial Intelligence (AI) in the HR sector, focusing primarily on recruitment, and how it is paving the way forward to replace, if not take over, the role of human interference.

AI is the simulation of human thinking via machines. The use of AI is vast, versatile, and varied wherever it operates. Playing a pivotal role as and when applied, AI has long made its entry into the HR domain with it reducing or eliminating redundant activities that are otherwise mundane and time consuming in recruiting.?

For example, one of the most arduous tasks in talent acquisition is to screen resumes and identify the right candidate from an enormous pool; which with the help of AI, is a simplified process given its strengths in analyzing voluminous amounts of data across various parameters. It goes without saying that AI works on an algorithmic structural base which permits the screening of a vast number of candidates using quantitative and qualitative preset parameters.

How is Artificial Intelligence (AI) then different from Robotic Process Automation (RPA) given how similar their functionalities sound?

A quick and easy analogy would be to imagine AI as the brain of a human body and RPA to be the systems that follow the functions set by the brain. RPA, to simply put it, is an automation based technology that operates on pre-determined structures or rules which require repetitive and continuous processes. AI, on the other hand, can take both structured and unstructured data and comprehend what needs to be done with it without preset directions to follow. Given its ability to mimic human cognition, AI is a broader spectrum technology that includes face recognition, voice recognition, data analysis, among other very versatile functions in HR. The two are not a part of each other but can be used in conjunction with each other to drive expansive scaling in operations with minimal human interaction.