AI and recruitment – the role of technology in selecting people


Over the past two years, companies have had to embrace technology more than ever. The use of technology especially Artificial Intelligence (AI) has been adopted in many industries and is quickly becoming a valuable addition to everyday work processes. For example, in the world of HR and recruiting, we can see how AI is now part of the role of selecting people.

While the AI ​​looks like something out of a sci-fi movie, the reality is much more down to earth. Effectively, AI is software that can perform tasks that would typically be performed by people such as decision making, visual and voice recognition, and translation.

As with most technological innovations, AI can improve the efficiency of the recruiting process by undertaking some of the associated tedious processes, such as scheduling interviews or the initial selection of candidates.

One area that we have seen become more popular across all industries is the use of AI-driven chatbots. In HR, these bots can provide applicants with automated answers to some of their questions about the position they are considering applying for or about the hiring process itself. For a recruiter, these queries can be very time consuming and can come in in the hundreds, pushing them away from other areas of the process where they could add more value.

Between June and August of this year, the ONS reported that there were over 1,000,000 job openings in the UK. That’s a mind-boggling number, but more importantly, it means that when an employer kicks off a recruiting process, they enter a war for talent with thousands of other employers.

With so many vacancies to choose from, it is difficult to hold the attention of the right candidates, but by adopting AI solutions, employers may be able to retain candidate interest, select candidates on time. real life and schedule interviews. For example, an AI automation can respond to job seekers’ requests at times that are most convenient for them, which can often be outside of office hours.

The biggest potential benefit is also one of the most controversial. Through the use of algorithms, AI can be used to expand the pool of potential talent from which employers can recruit. How it works, algorithms analyze people’s online presence and, based on the data collection, make predictions to determine what might be of interest to them.

In this case, the algorithm shows potential candidates the targeted job postings for which they might be interested in applying. It works the same way as re-targeting ads – the one that follows you showing you the consumer product you last viewed.

However, it is essential that recruiters understand and have confidence in the systems they are using. Make sure you are inclusive and make sure that no group is discriminated against i.e. human biases are reproduced in computer form.

It was recently reported that Facebook was accused of violating equality laws by a campaign group, Global Witness, which said it had failed to prevent discriminatory targeting of ads and that its algorithm was biased in choosing who would see them.

They conducted an experiment which showed that almost all Facebook users posted ads for mechanics were male, while ads for childcare nurses were almost exclusively seen by women. There is no doubt that there is software available for certain tasks that has the potential to remove human bias, but it is important to check this out.

There are some compelling benefits to using AI in recruiting. We see it as a complement to human interaction rather than a replacement. Some tasks can be handled by software to help automate and speed up the process, this also makes the recruiter’s life easier and improves the candidate experience.

But there will always be a need in the recruiting process for empathy and contextual understanding that can only be achieved with person-to-person engagement.

:: Neil McLeese is Managing Director of BeyondHR