With our modern society evolving at an extremely fast pace, there has been a rise in the use of artificial intelligence. Although many celebrate this ground-breaking technology, for others it has caused uncertainty around the unknown and how this may change/replace certain career paths. Within the recruitment world, AI welcomes efficiency and a new approach, however there are concerns whether this could replace traditional recruitment.
Factors to consider:
Efficiency:
Artificial intelligence filters the hiring process by using automated data. For example can accept/ reject candidates based on screening and personality tests. Ideally saving time for both parties, by only putting relevant candidates to the next stage, whilst simultaneously giving feedback to anyone unsuccessful at speed. Generally making the process hassle free and efficient. However the drawback to this, is it replaces the traditional conversations that hold a lot more depth than a personality profile assessment can reflect. Furthermore, it excludes older generations who may not be familiar with these methods. Consequently if this becomes the 'norm', candidates may just learn how to pass a 'test', rather than be a genuine fit which would be entirely counterproductive.
Unconscious bias:
With recruitment being revolved around people interaction, there will always be an element of either conscious or unconscious bias. AI can filter this meaning that true potential will be the only aspect analysed, which is ideal for finding the perfect candidate. However there is the issue that AI cannot be completely flawless, as simply it is made by people who still hold their own unconscious bias'.
Employee engagement:
AI, can be used as a filter & separation to promote honesty and transparency, many businesses have now invested in chatbots and anonymous polls to analyse what is/ isn't going well. Identifying these gaps is beneficial for the recruitment process to see what is required to uplift the company internally and externally. AI enables this by creating transparent analytics to avoid the difficult conversations which may not accurately reflect employees thoughts
Easier or better?
From addressing the potential threats and benefits, its justifiable to reach the conclusion that AI can be an amazing asset to the tools that already exist within recruitment. However would not be feasible to replace them. The best recruitment agencies will tailor AI around their pre existing methods.. For others AI may be an 'easy' and 'convenient' method but fails to actually address the underlying issues.
For example, if a company has to rely on the use of AI for employees to comfortably acknowledge what isn't going right - then there any many underlying flaws that go beyond a solution AI could offer.
Furthermore, if a company has to rely on AI to tackle unconscious bias, rather than focusing on the education and knowledge required to actually resolve this, then it creates more questions than it answers.
Likewise, the best recruitment consultants are more than happy to put extra time in to ensure the correct calibre of candidates are being found, rather than taking the quicker route..
Therefore, AI cannot be a threat to the recruiters who are already maintaining a certain standard., and can actually be a benefit as it will not be used to override the essence and priorities that recruiters with a genuine passion, naturally hold. Instead can be seen as an opportunity to enhance, so lets welcome new opportunities, whilst sticking to what has always worked!
Share article
