If you have underestimated Artificial Intelligence (AI) in the past, now is the time to take AI seriously. Believe it or not, most of us spend the day interacting with at least one type of AI. Artificial intelligence can take many forms, is integrated in several industries, offers a variety of services and assistance in increasing business efficiency and optimizing human life.
One real example is our interaction with Google’s Assistant application, Apple’s Siri, or Samsung’s Bixby when we virtually ask for directions, information, or assistance. Another simple but useful function is how apps like Spotify and Netflix use AI to recommend music and movies based on the user’s previous preferences.
Artificial intelligence is revolutionizing the way businesses work and is starting to enter the HR recruiting scene. As with other industries, HR is interpreted to be transformed by AI technology. AI is forecast to have a significant impact on HR recruiting, replacing traditional human tasks that are trivial and time-consuming. While it may be too early to herald it, it is undeniable that AI in the HR scene is gaining momentum.
Some of the newest forms of AI that have been used to improve the recruitment process are chatbots (conversation automation programs), or smart tools to help write the perfect job advert like Textio.

Now let us take a look at some of the pros and cons of using AI in the HR recruitment process:
Pros

  1. Reducing Human Subjectivity
    Humans tend to be subjective in several aspects. With or without them knowing it, some recruiters may make hiring decisions based on gender, ethnicity, age, appearance, and so on. Conversely, an artificial intelligence (AI) system can be programmed to focus only on important factors, such as the candidate’s personality, skills, experiences, and qualifications.
  2. Save Time, Costs, and Increase Effectiveness
    One of the main challenges for recruiters is to identify the best candidates from many applications they receive every day. AI can help to eliminate these kinds of manual tasks because it is programmed to achieve maximum effectiveness in terms of time, cost, and quality. Once the candidate selection process has been fully automated, more data will then be efficiently collected and assessed.
  3. Improve Candidate Experience and Engagement
    Recruiters are often inundated with tasks that take up most of their time, so many of them face difficulty maintaining a good speed or response time with candidates, which results in creating a poor level of engagement and experience for the candidate. By introducing chatbots and virtual assistant technology, candidates will experience better interaction and response speed / time, keeping them engaged and connected throughout the recruitment process.

Cons

  1. Issues Related to Accuracy and Reliability
    Although there have been many advances, artificial intelligence or AI is far from perfect. One of the biggest drawbacks of the applicant tracking system is the low level of accuracy and reliability because AI systems can easily be confused with various formatting options. For example, a candidate may possess all of the positive qualities a recruiter is looking for, but still fail to meet the AI qualifications due to the use of an unusual bullet point format in his cover letter or resume.
  2. Over-Reliance on Certain Keywords
    AI relies heavily on certain keywords to select candidates from the pile of incoming applications. This can be an entry point for candidates who are familiar with how AI programs work, where they can include specific keywords that have the potential to trick the AI system and make it look as if they are the right candidate for various positions, even though in reality they are not.
  3. Lack of Human Judgment
    If a company is looking to diversify its workforce, using AI in its employee recruitment process may not be the best option. There are many candidates out there who have no relevant work experience but may still be categorized as the most suitable candidate for a position based on their personality, personal interests, character and work ethic. These aspects are factors that require human judgment. Using AI assistance in this case can actually reduce the diversification of the workforce in your company.

Automating the recruitment process in HR saves time and cost, and allows recruiters to concentrate on other important tasks. Currently, there are still several weaknesses in the application of AI in the HR recruitment process, but in the end these problems will be resolved, as with previous challenges. More importantly, with the implementation of AI in all aspects of human life, it is only a matter of time before artificial intelligence is widely used, even in the HR recruitment process.

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