AI in Recruitment: Boon or Bane? Examining the Role of Machines in Hiring

Following on from last week’s blog regarding the importance of soft skills in recruitment, particularly in the age of AI, it was interesting to read this piece on LinkedIn that discussed large technology companies are increasingly using artificial intelligence to help them find new staff.

In the piece, that can be read here, only 31% of people would agree to allow AI to decide whether or not they get hired, however, this figure rises to 75% provided there is some human involvement in the process at some stage.

So, while AI offers exciting possibilities for streamlining the recruitment process, concerns linger about its potential to replace the human touch. This begs the question: should AI be confined to administrative tasks, or can it be a viable interviewer?

The Administrative Powerhouse:

AI excels in automating repetitive tasks, freeing up recruiters’ time for more strategic endeavours. Imagine:

  • Resume screening: AI algorithms can efficiently scan resumes, identifying keywords and skills relevant to the position, saving recruiters from wading through mountains of applications.
  • Candidate sourcing: AI can scour vast online platforms, identifying potential candidates with the right qualifications and experience, expanding the talent pool beyond traditional channels.
  • Scheduling: AI can automate interview scheduling, ensuring smooth coordination between candidates and recruiters.

The Ethical Debate: AI as Interviewer?

While AI can be a valuable asset in the early stages, replacing human interviewers raises ethical concerns:

  • Bias: AI algorithms are only as good as the data they are trained on. Biases present in training data can perpetuate discrimination in hiring practices.
  • Human Connection: The interview is a crucial opportunity to assess cultural fit, soft skills, and communication style – aspects that are difficult for AI to accurately gauge.
  • Candidate Experience: An impersonal AI interview might leave candidates feeling cold and disconnected, potentially discouraging top talent.

Finding the Right Balance:

AI should not replace human interaction entirely. Instead, it should be seen as a powerful tool that complements the human element:

  • AI-assisted Interviews: AI can analyse candidate responses, providing recruiters with insights into their communication style and thought processes. This can inform further questioning and evaluation by human interviewers.
  • Data-driven Decision Making: AI can analyse vast amounts of data to identify patterns and trends, helping recruiters make informed hiring decisions based on objective criteria.

The Future of Recruitment:

AI is here to stay in the recruitment landscape. However, its role should be as a facilitator, not a replacement for human judgment and interaction. By leveraging AI for administrative tasks and data analysis, we can create a more efficient and objective recruitment process, while still retaining the human touch that fosters a positive candidate experience and leads to successful hiring decisions.