How AI Is Changing the Game in Recruitment

How AI Is Changing the Game in Recruitment

The fourth industrial revolution is upon us! We are now in the age of disruptive technologies with trends, such as, Virtual Reality and Artificial Intelligence shaping the way we live and work. ‘Trend’ is perhaps the wrong word, it may be erroneous to imply that Artificial Intelligence is a ‘hot trend’ to look out for this year, because this is a technology that is evolving into a staple. This machine intelligence has grown out of previous digital developments and will continue to evolve and adapt with us.

AI has been strengthening its position for a few years now in the recruitment technology landscape and 2018 showed us that, in one form or another, AI is becoming a must-have in the recruiter’s toolbox. Whether you like it or not AI is being embraced by the industry and with very good reason, Artificial Intelligence is helping recruiters and hiring managers to solve problems in human capital management by:

– Reducing bias
– Improving candidate experience
– Allowing HR to focus on the human element

How AI can help recruiters?

  • Automate Time Consuming Manual Processes

By taking the legwork out of admin-heavy processes, automation can free up the recruiter’s time and allow them to focus on other tasks that provide more strategic value to their organisation.

Examples include:  a solution that can help tackle the administrative nightmare of scheduling interviews; ClearFit which saves recruiters sourcing time by automatically finding and ranking candidates; and Filtered helping assess technical candidates through auto-generated coding challenges  (also improving their effectiveness).

Assist with Candidate Matching, Target Niche Profiles and Automate Responses

With existing data and predictive analytics AI start-ups can offer smarter ways to recruit. Enlarged data sets and their analysis only enhances accuracy of predictions, helping agencies using these resources to move ever closer to better job postings, the perfect job advert or timed personal response.

Wade & Wendy provide a virtual assistant that is the first point of contact with applicants that goes on to build a trail of each interaction the applicants have with the company.

Textio analyses meaningful language patterns to create better job postings, while Engage Talent allows recruiters to discover passive job seekers, and target them with personalized messages at the right time. Ansaro can unify all the data companies have about their employees to build predictive models that will help them hire in smarter way.

  • Eliminate Bias

Bias is a big theme in the field of recruitment. And whether you like it or not, we all are biased to some extent. But when it comes to recruiting the best possible candidate for the job, we don’t want our judgment to be clouded by our own bias.

Luckily there are some fascinating applications of AI in recruitment that help reduce bias. We already mentioned Textio above, to minimize bias in job posts, but there are more and more companies working towards a bias-free recruitment process.

Harver, screens candidates by generating assessment tests on tasks they’ll have to carry out in the role they are applying for.  The software can make predictions on an applicant’s likelihood to succeed in that role based on criteria that are specific to the job and others that are linked to a company’s cultural requirements.  Algorithms calculate a matching score for every candidate.

It All Sounds Marvellous Doesn’t It?

But before you throw in the towel for fear of a complete AI takeover, with visions of robots uprising and taking control of your workplace, there are a few things you should consider. Namely, the few unfortunate examples where AI has had an undesired effect.   For example, when Amazon scrapped its AI recruiting tool when it showed bias against women; or when Google’s advertising targeting system displayed gender bias; and when algorithm bias has reinforced racial discrimination.

Plus, all the valid skills and services, a good recruitment consultant can provide a candidate with that AI cannot. Such as, salary advice, career advice, market knowledge, market drivers, personal career planning and interview preparation.

Humans: 1 – Machines: 0

But just as artificial intelligence isn’t a ‘trend’ it is also not a competitor. It hasn’t been designed to replace the skills of talented consultants.  It is a technology that needs to be embraced and refined by recruiters. Used wisely, AI can be incorporated into recruitment processes to maximise efficiency and support businesses, both large and small, in making smart and confident hiring decisions. How? Because, those decisions are based on data-driven insights rather than ‘gut feel’ or human instinct alone.

Katie Gallop, HR Director at PR & Digital consultancy Cirkle, succinctly said

“The advances in recruitment technology, such as AI consisting of chatbots and natural language and machinelearning technology, ‘improve’ rather than ‘remove’ the need for the human interface. Recruiters need to find the right balance for their organisation between ‘tech’ and ‘touch’.”

Ultimately, human connection will always be part of the recruitment process.

Finding the perfect combination of human ability and machine learning, or ‘artificial intelligence’, looks set to be the future of recruitment success.

If you’re keen to learn more about AI and it’s future role in business the AI World Conference is taking place in London on 10-11th July 2019.