Hiring Process 

The Recruitment process has drastically changed with the coming of the ‘digital age’, the last few years being particularly significant. With the introduction of remote working, we now more than ever are relying heavily on technology to make the world go around. 

Online practices used during the hiring process, are now a standard procedure in most organizations. From listing jobs online to having applicants complete pre-employment tests, this all plays a role in how AI has changed the hiring process in recent years. 

What is AI & How has it changed the Recruitment Process?

Artificial Intelligence, also known as AI, has become increasingly talked about in the past few years. The concept of Artificial Intelligence has been around since the 1960s, but it is only with the development of new technologies that we see how much of an impact it has. So, what is AI? 

Artificial Intelligence is the simulation of human intelligence processes by machines and technology. Many websites and social media channels are choosing to use AI tools for improved user experience, as it includes features such as automated response, saving them time and allowing the users to get a fast reply when they need it. 

AI in Recruitment 

AI has useful features for recruiters many may already be used by them in assistance to their job. 

Screening software is one of the most used features in recruitment, it helps identify if a candidate is suitable for a role and ensures they have the right skills to be a good fit for the job. 

Chatbots are a useful feature for recruiters as they use automated responses and can answer most questions a candidate may have often a lot faster than if they were to manually reply to themselves. 

Outreach tools can be useful for recruiters who have multiple job openings at once, they can help source many candidates without direct contact. Also, if they are dealing with a large volume of applications using outreach software you can send out multiple links for a pre-employment test or a bulk email informing candidates of the results of their application. 

Advantages 

AI has many benefits for a business, especially in an industry such as recruitment which can come with a lot of stress. AI can assist with reducing workload pressures, by using messaging interfaces and chatbots powered by computer software to provide customer service support and client follow-ups, all whilst also improving user experience with automated, quicker responses. The knock-on effect of reducing workloads is that it creates more time to prioritize other important tasks that AI is less supportive of. 

AI can also use the power of data to make decisions, it can analyze large volumes of data and guide users, helping the organization make quicker and more enlightened decisions. AI can also help with your business's strategy by showing you predictions for possible outcomes, which again can allow your business to make informed decisions whilst considering the wider business strategy. 

Disadvantages 

As helpful as AI can be for improving a business’s productivity, like everything, there are some disadvantages. A drawback of AI is that as helpful as outreach tools can be they fail to take into consideration candidates with disabilities, meaning it can become an unfair and unequal hiring process.

Another drawback to consider is that data used by AI has previously already been inputted by the business itself, meaning there is a chance for there to be an underlying bias. In addition to this, AI can only function if it is given data meaning if you have insufficient or poor data input your results may be inaccurate. 

Data privacy concerns are not so much a disadvantage, however, companies need to be clear about the data they are using and sharing, so transparency is key when dealing with and using candidates’ data. 

Conclusion

Using AI processes in recruitment feels like a no-brainer, it can increase productivity and streamline the hiring process. However, with its rapid growth alongside expanding technologies, the question is will AI put people out of jobs?

AI tools can be suitable for recruiters who need help with organization and productivity in areas of their work, tools like screening are useful for sifting through large volumes of applicants making the recruiter's life easier. But AI’s ability to work faster than humans pose a risk to many jobs, recruiters included. 

From online job ads to screening, to even selection, AI can do it all. However, the simple fact is that even if it provides a quicker response time, it does not have the personalization and uniqueness that a human does which provides for an improved candidate experience. The real downfall of AI is that it doesn’t have the ‘human touch’ making it hard for candidates to form a working relationship with whom they can go to for support and advice during their job search.

Recommended Reading

https://www.corporatewellnessmagazine.com/article/how-artificial-intelligence-can-fight-against-workplace-stress

https://www.linkedin.com/pulse/how-generative-ai-can-improve-data-analytics-manish-shrivastava/