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The Impact of AI in the Recruitment process

The advent of artificial intelligence is something that cannot be denied or slowed down. AI has made its way into various aspects of life and business and the recruitment industry is noexception. However, as the industry has begun to incorporate AI in order to adapt with the times, it has been met with some opposition from people who believe that the adoption of A.I. will take away jobs and remove the ‘human’ factor from the HR function. Based on studies that have been conducted into this, such a belief can be seen as largely unfounded.

AI in the recruitment process has not been shown to have left people unemployed or to havecompletely taken the ‘H’ out of HR. It has instead performed as a compliment to individual efforts and has improved the quality of the process overall in terms of speed and efficiency. One such example of improvement in this process can be seen in the change in recruiter-candidate engagement. The creation and refinement of engagement software has shown a mutually beneficial strengthening of the dynamic between recruiters and candidates. Recruiters are able to receive and process more application in less time while candidates are provided with an easier application process, immediate communication and feedback as well as continued assistance asthe process unfolds.

AI has also shown to contribute towards the development of intelligent candidate screening and evaluation beyond the traditional key indicators. The existing software is able to analyse every candidate data source that is available to the recruiter and makes use of predictive analysis in order to project the likelihood of success for a given candidate. This provides greater insight into the quality of the application as well as the potential for longevity in a given organization. Withregards to evaluation, interviews are able to be recorded and shared amongst all relevant decision makers to view in their own time in order to reach a decision quickly without having to follow a distribution chain of ‘one-by-one’. Another facet which improves the recruitment process is that of personality testing. Recruitment AI has given recruiters and organisations the ability to assess candidates beyond surface-level, verbal communication and facial expression. Software

programmes have been developed to analyse candidates for subtle information regarding their personality. These can take the form of seemingly harmless questions and simple games which gauge their decision-making patterns. These aim to provide a more accurate scope into the true nature of a candidate.

It is important to note that despite the existence of these types of software, they are not entirely perfect. Recruitment AI cannot conduct the process autonomously and still requires human input. This human input is what determines the quality of the output. With the software still undergoing development, there are still many aspects that need improvement and adaptation. As it exists now, AI in the recruitment process serves to be more complimentary, as it develops, rather than as a replacement.

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