A.I. : Is Recruitment still an Art?

Technologies, internet, social network… give everyone of us the opportunity to connect, engage with people all over the globe through different channels.

The better are the HR and Talent acquisition specialist in your company, the more channel they have created to source and find the People you need, the more difficult become their jobs.

A good sourcing strategy leads to a lot of applications…Great! But how to cope with all these candidates? How to screen all of them in a “decent” time frame…

We all know, for having been candidates, that Time is perception is different when we are looking forward a feedback, a call or an interview, isn’t it?

With all the innovation going around, several tools have already been designed and developed to improve the recruitment process. It has improved but not in a life-changing way…yet.

How AI Will Change the Recruitment Process

In the recruitment industry, AI is more of an “augmented” intelligence rather an artificial one. It aims to enhance the hiring process without completely taking the human recruiter out of the picture. With this, if it holds true, recruiters have no reason to worry about losing their jobs. With AI:

  • Recruiters would be able to effectively provide highly-qualified candidates proactively, rather than waste time backfilling after the first set fails to impress the hiring company.
  • Recruiters acquire extra time to use for a more personal interaction with a candidate, giving them the opportunity to see if the candidate is a fit.
  • Recruiters work more efficiently based on accurate data and more targeted profiles.

How Will it Benefit Recruiters

  • Time Efficiency
    The most time-consuming task of a recruiter is sifting through the numerous resumes and finding the right fit, according to over 52% of the talent acquisition industry. The worst part of this task is that over 70% of the candidate resumes are unqualified. For every single position, the process can be quite repetitive. AI can automate the repetitive tasks and complete it a lot faster and more effectively without disrupting the workflow. This means recruiters would be able to compete against fast-moving competitors. They won’t have to hit the ceiling for losing the best possible fit to someone else.
  • Quality of Hire
    In the recruitment world, turnovers happen quite often. An effective AI system that sorts through the resumes and finds the best possible match to job requirements in terms of experience, skills, and knowledge would be tremendously helpful. How? Productivity is increased, recruiters are more motivated, and hiring managers are happier.
  • Engagement
    More than 60% of job seekers say it takes timely updates from a recruiter to gain their respect. Sadly, a majority of candidates do not hear back from a recruiter. An AI is designed to enhance the hiring process by doing more than what a recruiter has time to do. One tool, called Mya, for example, answers questions about everything relative to the job, the hiring company, and provides updates about the hiring process as well.

Challenges of Incorporating AI in the Recruitment Process

An AI recruitment system needs to have enough data to properly screen resumes. It may require around a thousand resumes to be able to pick up a human recruiter’s efficiency in screening profiles.

AI machines have the tendency to learn biases. Since it will be completely dependent on the data a recruiter provides, it could trace a pattern and then adapt that pattern for all screening tasks from that point on. For example, if it detects that a recruiter often selects a male candidate even if the job description does not require it to do so, it might think that the masculine gender is a highly preferred one. Or if most selected candidates graduated from a certain university, then it might automatically select only those from that particular university. It does not even matter if the pattern is caused by the recruiter’s personal preference or just by chance.

Many different technologies in the recruitment industry have come and gone. Some work pretty well for some time, some ineffective even during beta testing. For this reason, it is unavoidable that some recruiters are skeptical about how AI would help. So they double check all results in doubt of its effectivity. Some might not even want

So…Is the recruitment still an Art?

At talents4, we do think that Yes, it is, and has never been so true before! Technology produce better, faster art craft tools, why not a robotized arm. Our job is to provide you with cutting edge tools and technologies, made for Humans.

“Artistic Eye”remains yours, and we believe Vision will always be…

What do you think?