Talent Acquisition Using Artificial Intelligence

Introduction

There is no doubt that artificial intelligence (AI) is rapidly transforming the world of work. With the ever-growing availability of data and advances in computing power, AI is increasingly being used to automate tasks and make better decisions. This is particularly true in talent acquisition, where AI is being used to identify, assess and hire the best candidates for open positions.

Predictive Analytics

There are several ways in which AI is being used in talent acquisition. One popular method is known as predictive analytics. This involves using data about hires (present and past) to identify patterns that can be used to predict who is likely to be a successful candidate for a particular role. It can also analyse the potential for future vacancies in particular functions, divisions or units. This again can assist with proactive recruiting, refining retention strategies etc.

A good example of predictive analytics is Credit Suisse, who uses it to determine not only which employees are likely to quit, but also why. They estimate that through this programme and the learning that followed they saved the company around $700k (Erik van Vulpen (2019). 15 HR Analytics Case Studies with Business Impact. [online] AIHR. Available at: https://www.aihr.com/blog/hr-analytics-case-studies/ [Accessed 4 Jan. 2023]).

Chat Bots

Another way in which AI is being used in talent acquisition is using chatbots. These are computer programs that can mimic human conversation. Chatbots can be used to engage with candidates, answer their questions and direct them to the most relevant information. They can also be used to conduct initial screening interviews, which can save time and resources.

Joon Bot, a consulting concern cite a case example of how they helped Jacques Raud Consulting to increase their recruiting hit rate by up to 130%. Here they created highly interactive chatbots and because they were looking at a younger audience used emojis and GIFs to personalize interaction with prospective candidates (Joonbot. (2021). How JRC has more than doubled its number of applications - Joonbot blog. [online] Available at: https://joonbot.com/blog/case-studies/jacques-raud-consulting-feedback/ [Accessed 4 Jan. 2023]).

Virtual Reality

AI is also being used to create virtual reality (VR) experiences that simulate the workplace. This can be used to give candidates a taste of what it would be like to work for a particular company or in a particular role. VR can also be used to assess a candidate's suitability for a role, by observing their behaviour and reactions in a simulated environment.

With the use of VR headsets, the US Army create information-rich experiences for recruits in the medical fields. Here they replicate a medical arena so users can see not only the work but also the context of an Army doctor, nurse or medic. They use similar programs to recruit helicopter pilots, specialist marksmen and soldiers for parachute units.

(Pratt, M.K. (2022). VR in recruiting, hiring: Current adoption, future potential. [online] HR Software. Available at: https://www.techtarget.com/searchhrsoftware/feature/VR-in-recruiting-hiring-Current-adoption-future-potential [Accessed 4 Jan. 2023]).

Risks

The use of Artificial Intelligence (AI) in talent acquisition carries with it the risk of bias. AI models and algorithms are only as good as the data that is used to train them, and if that data is biased, then the AI will also be biased. This could lead to

"We couldn't offer those in any other way outside a virtual reality experience," said Col. Stephen Battle, U.S. Army marketing and engagement brigade commander.

discriminatory hiring practices and a lack of diversity in the workplace. Therefore, there is a risk that AI-driven recruitment processes may not be able to accurately assess a candidate's potential or fit for a role, leading to hiring decisions based on inaccurate information. Finally, over-reliance on AI could lead to a decrease in human interaction throughout the recruitment process, which could lead to candidates feeling disconnected from the company