AI has been a buzzword across a number of sectors in 2023. In this blog, we are going to explore what AI is, and if recruitment can benefit from using it.
I believe that it is important to distinguish the differences between AI and automation, as their function can often be confused. Put simply, automation facilitates processes and is able to take over manual tasks, whereas AI is designed to think like us. Where does that leave recruitment? Will humans become redundant, or are we able to work in harmony with this technology?
The rise of the AI software application ChatGPT is impossible to ignore. With over 100 million monthly users just two months after its launch, it became the fastest-growing consumer application in history. There are many benefits of using AI, which include:
- Making decisions purely on data.
- Seeing patterns emerge in data.
- Speed
Let’s dive into the points above. AI does not necessarily have the emotional intelligence of humans, therefore, when looking at hiring, a decision of the “statistically” best candidate can be made. The removal of emotion allows for greater consistency in the hiring process.
AI is able to quickly spot trends in data and can make decisions that would take humans much longer to arrive at.
Being able to speed up the recruitment process and add consistency sounds like the perfect solution for recruiters in a competitive market… right?
In many cases, this is true, however, I believe that there is always a need for humans in the hiring process. This is where automation comes into its own. Automation can be used to streamline the hiring process, which allows the recruiter or hiring manager to focus on the things that really matter. When used well, automation can be used by recruiters to help with sourcing, screening, scheduling, and background checks. By streamlining this process, it allows the recruiter or hiring manager to focus on the candidate experience, which is of paramount importance.
An example of where tech, whether it is AI or automation could be used to improve the candidate experience is note-taking during interviews. Removing the need to take notes by hand allows the interviewer to focus more on the candidate, which naturally leads to a deeper conversation and in turn enables a more informed decision to be made when hiring.
Technology is an excellent tool, as it focuses on data, however, I believe that this “black and white” way of thinking is where tech falls down. AI does not have common sense and although it can make decisions based on data, it lacks the adaptability of humans. AI cannot truly understand company values and operates on bias which is inputted by humans.
To conclude, I believe that AI and tech have the potential to be very beneficial in the recruitment process. It will not, however, ever replace humans due to its lack of flexibility. That is not to say that technology shouldn’t be used to help streamline the recruitment process, as there are clear benefits to this. Recruiters should use AI and technology as extensions of their teams, not as replacements for them.
