From voice-activated smart speakers like Google Home to the spam filter on our work emails, AI has infiltrated our daily lives. Depending on who you talk to, AI will either enable us to do our jobs better—or make them completely redundant. The reality is that AI transforms the nature of work, but doesn’t change the jobs to be done. The aspects that make us inherently human—critical reasoning, communication and empathy—will still be vital attributes in the future of work.
By supplementing human intelligence and creativity with technology that reduces menial processes, there is a great opportunity to enable recruiters—not replace them. McKinsey research shows that over two thirds of businesses (69%) believe AI brings value to their Human Resources function.
1. Reducing unconscious bias
People have an unintentional tendency to make decisions based on their underlying beliefs, experiences and feelings—it’s how we make sense of the world around us. And recruiting is no different. In fact, there’s bias in something as straightforward as the words we choose.
Unconscious bias can extend beyond our choice of words to the decisions we make about candidates. Unintentionally, recruiters and hiring managers can decide to interview someone based on the university they attended or even where they are from, or view them as a cultural fit based on answers. But decisions based on these familiarities disregard important factors like a candidate’s previous work experience and skills. When AI is used to select the shortlist for interviews, it can circumvent bias that was introduced by manually scanning resumes.
While AI can reduce bias, this is only true if the programs themselves are designed carefully. Machine learning algorithms are subject to the potentially biased programming choice of the people who build them and the data set they’re given. While development of this technology is still being fine tuned, we need to focus on finding the balance between artificial intelligence and human intelligence. We shouldn’t rely solely on one or the other, but instead use them to complement each other.
2. Improving recruitment for hiring managers, recruiters and candidates
It goes without saying that recruitment is a people-first function. Candidates want to speak to a recruiter or hiring manager and form an authentic connection, which they won’t be able to get from interacting with a machine.
Using AI, recruiters can remove tedious and time-consuming processes, so recruiters have more time to focus on engaging candidates as part of the assessment process.
AI also helps create an engaging and personalized candidate experience. AI can be leveraged to nurture talent pools by serving relevant content to candidates based on their previous applications. At different stages of the process, AI can ask candidates qualifying questions, learn what types of roles they would be interested in, and serve them content that assists in their application.
3. Identifying the best candidate for a role
At its core, recruitment is about finding the best person for a role. During the screening process, recruiters can use AI to identify key candidates by mapping the traits and characteristics of previous high-performing employees in the same role to find a match. This means recruiters are able to fill open roles more quickly and ensure that new hires are prepared to contribute to their new workplace.
PredictiveHire is one of these tools. It uses AI to run initial screening of job applications, making the process faster and more objective by pulling data and trends from a company’s previous high-performing employees and scanning against candidate applications. With 88% accuracy, PredictiveHire identifies the traits inherent to a company’s high performers so recruiters can progress them to the interview stage.
Undoubtedly, we will continue to see more exciting applications of AI in the next few years. The talent search process can certainly be streamlined and improved by incorporating AI. For recruiters, it is about finding the right balance in marrying AI application and human intelligence to make the hiring process what it should be—seamless and engaging.
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How AI Impacts the Hiring Process 2021 and Beyond
AI or Artificial Intelligence is the way of the future and it has no boundaries as to how it will impact our lives. So unique is this development that it will have Signiant impact on Hiring functions in organizations:
With AI at work in your organization, your HR team members will be as busy as ever, but . AI robots can relieve many “tasks” and automate things like resume reviews and interview scheduling. AI can’t entirely take the reins, however, because so much of finding the right hire depends on candidates’ soft skills. Technology can’t evaluate empathy, communication, and critical thinking in the same way experienced HR professionals can. However, these professionals will have more time to do so when freed from task work.
How AI Changes Job Roles
The new age of technology means anyone can “employ” an AI robot to deal with repetitive or basic tasks. This frees up time for humans, but it can also complicate job roles. While AI bots aren’t people, they still need to be managed. If you introduce AI, anyone and everyone in your organization will become a manager, whether or not they have the necessary leadership skills. New candidates will have to be evaluated with interview questions and job descriptions focused on both job skills and effective management of an AI assistant.
The question now is: Will AI eliminate Jobs?
We believe that no matter the discoveries and improvements in science, there will always be a need for humane to human contact. Much will change with AI of course, but nothing can replace that human to human contact that we have come to cherish..