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The use of automation in the hiring process will continue to rise with recruiters leveraging AI to screen, manage and convert candidates. AI is particularly useful for bulk actions like passing on an applicant or scheduling them for interviews. These tools add greater efficiency to the process and are often used in conjunction with an automated tracking system (ATS) or human resource information system (HRIS).
AI as a term is now not so new anymore, but remains a buzzword nonetheless. In fact, since 2010 we have seen it feature more and more in our daily lives. From voice assistants in our smartphones to “intelligent” functions built into our laptops/computers; from controlling systems at home to job applications - it is quite clear that AI is here to stay and will become “the norm” more and more, as technology progresses.
You might be wondering how AI is influencing recruitment and just how it is being integrated into the process. AI may be extremely beneficial in shortening the initial vetting process – since AI can collate data from various social media platforms and create a “unbiased” high-level overview of candidates who would be considered most suitable for positions. Chatbots will be a useful tool for recruitment companies to connect with candidates and to conduct the initial screening process, saving valuable time.
AI will also be integrated into ATS and HRIS systems, which allows recruiters to save hours on time-consuming tasks such as uploading and updating candidate information, or sifting through hundreds of CV’s to identify the strongest candidates for the role. Once the ideal candidates have been vetted by AI, their details will be uploaded to the system automatically. The benefit of this integration means higher volumes of applications can be worked through much faster, with potential candidates efficiently being identified and compared to successful candidates who have been hired previously. Recruiters are then able to work from a list of ideal candidates as identified by AI within minutes.
It’s quite clear that AI may hold amazing benefits in maximising a recruiter’s use of time, but with that said, it cannot supersede the human connection which is so vital in the recruitment process.
The importance of the human factor has been highlighted in media reports of racial and gender bias resulting from AI recruitment systems. Where algorithms have been designed to consider past employee data such as ethnicity, gender or even location, it has led to the filtering out of, for example, strong female candidates in a male-dominated business or industry. For AI teams and scientists who design these systems to prevent problems such as these from arising, they need to have a clear understanding of the dynamics of employment data. This is where working with exceptionally knowledgeable recruitment and HR leaders becomes a key part of AI in development, testing and implementation.
In March 2021, the Dynamic Talent team completed an AI workshop with Deep Learning Café to explore the incredible potential that AI offers and to investigate how we can begin to implement this into our recruitment process. It has been a valuable learning experience and we now know what AI is not just another buzzword, but a powerful tool. We are excited about the prospects that the incorporation of such technology may present as it strengthens our commitment to innovation and disruption in the South African recruitment landscape.
Get in touch with us here https://www.dynamictalentglobal.com/contact-us to find out how our AI intellectual property in recruitment, can be leveraged to speed up your internal recruitment function.
Sources
https://www.theverge.com/2019/1/30/18202335/ai-artificial-intelligence-recruiting-hiring-hr-bias-prejudice
https://learn.g2.com/history-of-artificial-intelligence
https://diversityq.com/ai-powered-recruitment-can-be-racist-or-sexist-and-heres-why-1511217/