The applications of Artificial intelligence in hiring has become the buzzword in HR departments today. What are the pros and cons of using AI in the hiring process? Read on to find out…
In a lot of industries and businesses, Artificial Intelligence has created its impact. Recruiting is no exception. Technology has had a massive impact on the hiring process, especially artificial intelligence. From providing access to candidate profiles to making it easier to post job applications on different platforms, modern technology has helped make recruiting more efficient and effective than ever. Though the search for the perfect candidate can take a toll, new developments in Artificial Intelligence (AI) technology, made especially for recruiters and hiring managers, can improve the process. AI is used to analyze a large quantity of data in a very short amount of time to make predictions. An obvious example is the interactions we have with Google’s Assistant, Apple’s Siri, or Samsung’s Bixby when we ask for directions, information, or virtual assistance. Another simple but rather useful function is how apps such as Spotify and Netflix utilize AI to recommend music and movies based on users’ previous preferences. Read this blog to find out how Artificial Intelligence is useful in hiring.
AI is revolutionizing how businesses work and it has now entered into the recruitment space. Just like any other industry, HR is said to be transformed by the power of AI. AI is said to have a significant impact on HR recruitment, replacing many traditionally human tasks that are mundane and time-consuming. Although it may be a little too early to sound the alarm, AI in HR is definitely gaining momentum. Some of the recent AIs that have been used to enhance recruitment in HR are chatbots such as Olivia, data-driven video interview platforms such as Paññã, and smart tools that can help to write the perfect job ads such as Textio. Let us look at the various pros and cons of using AI in hiring
1. Process optimization
One of the main challenges for HR recruiters is to identify the best talent out of the many applications they receive each day. AIs can help to eliminate these manual tasks as they are programmed to obtain maximum efficiency in terms of time, costs, and quality. Once the process of selecting candidates is fully automated, more data can then be gathered and efficiently assessed. While ATS can also help achieve this, AI takes it to a whole new level. For example, chatbots can be developed that let prospective candidates interact with your business before an interview is arranged. In short, it makes the hiring process easier and less time consuming for recruiters.
2. Reducing human bias
One of the most important and basic challenges for recruiting teams is to giveaway the bias with respect to candidates. Humans tend to be biased in some ways. Whether they realized it or not, some recruiters may make hiring decisions based on gender, ethnicity, age, looks, and so on. An AI, on the other hand, can be programmed to focus only on important factors such as candidates’ personality, skills, experience, and qualifications. Artificial intelligence doesn’t have feelings or judge humans on characteristics such as their gender or age, they only deal in data. This can help you hire candidates purely based on skill and merit and removes any chance of discrimination.
AI can significantly reduce the time spent finding and recruiting great potential candidates. Rather than having a person spend hours scanning LinkedIn, posting on job boards, or attending career fairs, AI is able to automate this process and locate top talent while you work on other things. This can help ensure that organizations are bringing in candidates in a quick and efficient way.
One of the major benefits of AI for hiring is its ability to sort through candidate resumes for you. Because it can analyze information so quickly, AI is able to screen hundreds of resumes, searching for relevant past experience, or other qualities you may be interested in from a candidate, and ensuring the best candidates are brought to your attention in a matter of minutes. This greatly reduces the time involved in reviewing applications, which allows hiring managers to use their time elsewhere.
AI can also help you improve your communication with candidates. The use of chatbots has grown quite a bit over recent years, especially in customer service. Now, it’s being used by HR professionals in candidate outreach. AI is able to act as a representative that candidates can contact with questions day or night. It can also reach out to qualified candidates to gather more information and set up an interview.
1. Overlooking candidates
As beneficial as AI’s ability to find suitable candidates can be, it also has the potential to overlook, deprioritize, or even reject great people. Because it tends to look strictly at a past experience or other relevant data points, AI may not follow-up with someone who could be well-suited to a role, despite not having as much relevant experience.
2. Dependency on keywords
AI depends very much on certain keywords to scan through their pile of candidates. This can become a loophole for candidates who are familiar with how the system in AI is programmed, where they may include certain keywords that have the potential to trick the system and camouflage them as good fits for various positions, even though they are not.
3. Accuracy and reliability
Although AI has come a long way, it is still far from being considered perfect. One of the major faults of an applicant tracking system is that it lacks accuracy and reliability as it can easily be confused by formatting options. For example, an applicant might have all the good qualities that a recruiter seeks, but still, fail to qualify into the AI’s list due to some unorthodox style of bullet points used in the application or resume.
4. Learned bias
Despite popular perception, AI does have the potential to be biased. Though properly developed AI can help prevent human biases, the technology’s need to learn through patterns can easily pick up on past partiality like age, gender, and even the candidate’s alma mater. While there are companies that may neglect to account for these biases, this problem is easily fixed when software developers take the steps needed to remove these patterns of human error.
5. Being impersonal
AI doesn’t always connect as well to customers as a person on the other end might. The hiring process can feel less personal for both the hiring manager and the candidate with AI-powered chatbots. Though it can make the work more simple and effective, it may ultimately lead to a lack of effective communication. Hiring managers may feel more detached from the process, and candidates may be less convinced by generic messaging. However, this can be avoided if the time hiring managers are able to save with AI automation is spent getting to know more about the candidates that AI is able to locate.
While Artificial Intelligence can prove to be highly useful in the recruitment process, every recruiter must prepare for the flaws in the system. AI is a necessary evil and must be used accurately.
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