AI in Recruitment

AI in Recruitment
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A sound, repeatable recruitment process can bring significant benefits to a business, and a poorly executed one can bring unfavourable consequences and hidden costs. Larger organisations typically have more mature recruitment programs since hiring and turnover are happening all the time. However, for some SMEs, parts of the recruitment process are being reinvented on the fly each time a vacancy arises. AI in recruitment has been around for many years but was mainly accessible only to larger organisations with big HR software budgets. Nowadays, it’s more affordable for SME’s to integrate into their recruitment processes, but how much value does it offer?

Recruitment noise

The challenge for employers is that recruitment processes can generate a calendar load of repetitive, low-value tasks. Job ads often produce dozens of resumes that someone must read, mentally rank and decide who to bring to the next stage. This can be laborious and, when it becomes overwhelming, can lead to rushed decisions. In addition, in businesses where recruitment falls to a manager with other responsibilities rather than an HR team, the recruitment process can often be a lower priority. As a result, most recruiting software products these days leverage AI to assist with processing some of the high volume tasks and making the recruitment process somewhat more enjoyable.

AI doesn’t replace humans

Some candidates feel that AI can reduce their chances of getting a job and that they’d do better if they could get to the interview stage and speak with the hiring manager. While AI might feel like a hindrance, the fact is that for the most qualified candidates, it could be doing them a favour.

AI doesn’t indiscriminately filter candidates or make it hard for them to get onto a shortlist. It’s also not designed to make decisions on behalf of the recruiter or hiring manager. Instead, it aims to bring some order to the high volume of information and facilitate faster, better-informed hiring decisions. Hiring managers and recruiters deal with many candidates who do not meet the role requirements, so they need all the help they can get. AI recruitment tools can help the hiring manager reduce their time to hire and increase their quality of hire. Ultimately, it’s in the job seekers interest that hiring managers don’t experience ‘hirer’s remorse‘ because, while it will cost the business financially, there’s much more at stake for the candidate.

AI Limitations

Like any technology, AI has its limitations. Take resume matching AI solutions, for example. The technology analyses each resume’s contents, such as years of experience, skills, industries, education, career path, etc. While it’s clever, it needs something to match and rank that against, which is where the job description comes in. Match quality will come down to how well the employer writes the job description and how much effort the candidate makes to tailor their resume to match it. A job description that lacks detail or has far too much detail can make match-making difficult.

The hidden costs of an ineffective recruitment process can be significant.

The cost of poor hiring decisions

Removing Bias

When used appropriately, AI in recruitment can help reduce the impact of bias. For example, well-designed resume tools promote fact, merit-based hiring practices, and score resumes using anonymised data. On the other hand, machine learning tools can be riskier since they need to be trained, and if the training data is an already biased recruitment process, that can be a problem. Amazon was an excellent example of an unintended result.

Recruitment platforms provide the ability to set up recruitment teams so multiple people can be involved in the process, which can also go a long way to reducing bias.

How engaged is the candidate?

The words we use when we speak can provide a lot of information about how we’re feeling. As well as AI resume screening, it’s also possible to provide insights into candidates’ emotions, psychology, personality, temperaments, mindsets, and perceptions based on the words they say during a video interview.

Assessing language is more likely to reflect how an individual’s personality is perceived by others, whereas traditional personality assessments reflect an individual’s perception of their own personality. The two can be markedly different for a variety of reasons, including the candidate’s own biases. When completing written personality assessments, we’re more likely to choose what we think is the correct answer rather than what might’ve been our first reaction.

In summary, AI can bring significant time and cost-saving benefits to the recruitment process, but it’s never a replacement for meeting with a candidate and forming your own opinions. All the data in the world doesn’t make a difference if the fit doesn’t feel right. However, AI can help to significantly reduce the amount of noise and unusable candidate information you’ll have to deal with, leaving you with more time to focus on higher-quality applicants.

 

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