Company Insights

How Will AI Impact Recruiting

Artificial Intelligence (AI) is changing how we work, and the recruiting industry is no exception. Whether the technology makes you excited or concerned, the advancing capabilities of AI are revolutionizing recruiting in many ways. In this article, we explore how AI is changing the industry and share why Recruit Action is cautious as it considers integrating AI into its workflow.

Before we dive into how AI will influence recruiting, let’s review the technology’s history. Artificial intelligence dates back to the 1950s when scientists and mathematicians first coined the term. They felt that machines could be programmed to simulate human intelligence by executing such tasks as problem-solving, reasoning, and learning. At the time, AI was focused mainly on developing rule-based systems, which relied on pre-defined sets of instructions to make decisions. The early research had potential. However, the computing power and data at the time limited its capabilities. During the 60s and 70s, AI research shifted towards developing advanced algorithms to learn from data. This machine learning process made breakthroughs in language processing and the ability for computers to see and understand the world like humans. Then in 2010, cloud computing and advances in deep learning made a massive leap in developing machines capable of replacing humans that perform tasks in businesses like recruiting.

Recruiting has several areas that can utilize AI technology to replace human workers. We’ve identified six areas where AI can save time and improve efficiency.

Automated Selection:  AI processes can analyze resumes, cover letters, and online profiles to detect the best candidates for a job. The algorithms can also match qualified candidates to job descriptions, skills, and qualifications, reducing the time and effort required to screen candidates.

Improved Candidate Experience: AI-powered chatbots can respond instantly to candidates’ queries and scheduled interviews and provide feedback on the recruitment process. This 24/7 support can improve a candidate’s recruiting experience and enhance the perception of the company.

Reduced Bias:  AI can help eliminate unconscious bias during recruitment by flagging bias patterns so a human recruiter can review them.

Predictive Analytics:  AI can swiftly analyze resume data to predict which candidates are more likely to succeed. This computer assistance can empower recruiters to make better hiring decisions and reduce employee turnover.

Skill Mapping:  AI algorithms can analyze candidates’ skills, education, and experience to determine where they fit best within a company.

Talent Sharing:  AI can analyze job boards, social media, and professional networks to identify potential candidates with the skills and experience needed for specific roles. AI can also help build a database of potential candidates for future positions.

Administrative Proficiency:  AI can automate time-consuming administrative tasks like interview scheduling, follow-up emails, and candidate progress tracking to enable a recruiter to focus on other duties.

AI has the potential to undoubtedly transform the industry by streamlining the recruitment process, improving the quality of new hires, and enhancing the candidate experience. However, in-depth discussions with our team, candidates, and clients have identified several aspects of the recruitment process that AI cannot replace. Here are seven reasons why we believe AI cannot replace human recruiting:

Human Touch: Even though AI can automate tasks, it cannot replace a human approach. A human recruiter can cultivate empathy, develop genuine relationships with candidates and clients, and provide crucial feedback on resumes, applications, and mock interviews. A human recruiter can see, hear, think, and feel beyond the information from a CV and database, so candidates have a better chance of not being eliminated based on text.

Emotional Intelligence: Human recruiters have emotional intelligence, which helps them to understand and respond to candidates’ emotions, needs, and motivations. Emotional intelligence is essential for building trust and rapport to develop a genuine relationship.

 Unstructured Data: While AI can analyze structured data, like resumes and online profiles, it struggles with unstructured data, like facial expressions, body language, and tone of voice. These fluid elements tied to a person’s emotions are critical to understanding a candidate’s relational and communication skills.

Flexibility: AI is encoded to produce results by following specific rules and procedures. However, a human recruiter can adapt to fluctuating situations, adjust their approach to accommodate circumstances, and provide solutions to meet the needs of different candidates.

Human Judgment: Although AI can provide technically sound recommendations based on data, it cannot make the final decision. Human recruiters use their experience and judgment to assess whether a candidate is suitable for a position and have the authority to make the final choice.

Diversity and Inclusion: AI has the potential to be partial because the data used to design its processes can be biased. Human recruiters can consciously eliminate bias and encourage diversity and inclusion throughout the recruitment process.

Creativity: While the design and capabilities of AI are incredibly creative, AI cannot develop imaginative recruitment strategies, craft bespoke job descriptions, and collaborate with other human recruiters to design innovative ways to attract talent.

Recruit Action is aware that AI is and will continue to transform the recruitment industry. However, we feel AI cannot replace human recruiters entirely. Our team of recruiting experts has the emotional intelligence to deliver a flexible, creative, compassionate human approach that embraces diversity and inclusion. American researcher Eliezer Shlomo Yudkowsky once said, “By far, the greatest danger of Artificial Intelligence is that people conclude too early that they understand it.” We feel Eliezer’s words are wise, and even though we see the potential for AI to help our company, we plan to cautiously explore how AI can enhance our human recruitment approach rather than replace it. We plan to strengthen the speed and efficiency of our recruiting process without sacrificing the empathy, understanding, and connection we value most of all.

Please contact us to learn more about our thoughts on AI and the recruiting industry.

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