According to Forbes, 84% of business leaders have said that they believe artificial intelligence (AI) is the trend in the future that will help them stay competitive and have an advantage in the job market.
While AI tools are powerful for hiring managers and recruiters, there are still some pros and cons to using them. The question is, do the pros outweigh the cons?
- Reduce Time Administration – The majority of businesses, approximately 90%, are utilising automation software to reduce the burden of administrative tasks and save time. Additionally, AI can contribute significantly to this process. Although there are various automation software options available, AI stands out in its ability to identify patterns and enhance the efficiency of automation. The software offers a range of capabilities to handle administrative tasks efficiently. It can assist in tasks such as candidate screening, searching for qualifications and skills, addressing candidate inquiries outside of working hours, data analysis and scheduling of interviews for applicants. Furthermore, the software can screen resumes and organise applications within an application tracking software (ATS), simplifying the process of finding and managing candidate information.
- Better Communication – Recruiters often face the challenge of managing and building relationships with numerous candidates simultaneously. However, AI can assist in improving communication in the recruiting process through chatbots. Chatbots have long been utilised by customer service-oriented companies. Now, recruiters can leverage AI to enhance their candidate outreach efforts. Using AI, a chatbot can serve as a representative to address candidate inquiries. It can efficiently handle simple questions. In cases where the chatbot cannot provide an answer, recruiters can step in and directly communicate with the candidate.
- More Quality Candidates – Approximately 24% of businesses employ AI to attract high-quality talent. This adoption can be beneficial when there is a limited number of applicants. AI serves as a candidate screening system, efficiently identifying the most suitable candidates for the job. With the screening process being managed by AI, recruiters have more time to engage with and build relationships with selected candidates.
- Speed Up Recruitment Process – The duration of the recruiting process can vary depending on the industry, ranging from twelve to forty days on average. However, research indicates that the most desirable candidates are often off the job market within just ten days. To secure highly qualified applicants, the use of AI-based tools can accelerate the hiring process. AI can enhance various aspects including optimising job descriptions, screening candidates, simplifying interview scheduling and identifying top talent. By leveraging AI, the recruitment process becomes more efficient.
- Lack of Human Judgement – Although AI is effective at predicting patterns, it is important to involve human judgement, particularly when screening applicants. Relying solely on AI without careful consideration can lead to the system analysing inadequate data and getting stuck in a loop of suggesting similar types of candidates for your business. AI can serve as a valuable starting point. However, it is crucial to retrospectively review the decisions made by AI and ensure they align with your own judgement and preferences. Human involvement is necessary to validate and refine recommendations provided by AI.
- May Be Less Accurate – The accuracy of AI in the recruiting process heavily relies on the quality and sufficiency of the data provided. If the data is bad or insufficient, AI may not deliver accurate results. It’s important to acknowledge that there are still emerging areas of AI where occasional errors can occur. One potential issue is when a candidate describes a skill using a different phrase or keyword. If the AI lacks sufficient data to recognize the transferability of that skill, it might overlook a qualified candidate. Conversely, candidates can also manipulate their resumes by incorporating keywords to appear more qualified than they actually are. AI may not be able to differentiate and could still recommend them as qualified candidates. That’s why it is crucial to review the outcomes generated by AI before presenting them.
- Regulations Are Changing – Although AI can contribute to a fairer and less biased hiring process, it is vital to be cautious as there are instances where bias can still arise. Careful selection of AI tools is necessary to prevent biased hiring decisions. To address this concern, certain countries are implementing regulations on the use of AI in the recruiting process. As an example, New York has proposed a legislation to regulate the functioning of AI algorithms in hiring. No laws have been passed yet.
- Can be Impersonal – AI has limitations when it comes to building strong relationships with candidates. While AI chatbots are effective in answering common questions, establishing an authentic connection still requires the involvement of a recruiter. However, AI can support recruiters in building relationships by automating tasks that do not require a personal touch. This is a key reason why AI will never fully replace the role of recruiters. Human judgement and decision making remain essential in HR functions such as conducting interviews and determining the best fit for the job.
In conclusion, AI has transformed from a mere buzzword to a powerful tool with various benefits. It enables companies to streamline their recruitment process, make informed hiring decisions and improve their candidate experience. However, responsible and ethical use of AI is of utmost importance. While AI offers immense potential, it is not a universal solution for all recruitment challenges. The future of recruitment lies in the harmonious synergy between AI and human intelligence. This collaboration will lead to a more efficient process.
The key is to embrace AI as a tool rather than fearing its impact.
Source: recruiter.com, 2023?
