Rise of AI: A Recruiter’s Ally or A Recruiter’s Terminator?
For companies to continue its growth and build a company community that meets its goals and expectations, hiring the right candidate for a position is a must. However, fear has started to creep in in the recruiters’ minds because when AI enters the picture, they might be left out. Here are some points to consider before fully accepting or shutting the door on AI in your system.
As the saying goes, there’s smoke when there’s fire. Things don’t just escalate to its current state without starting from a really simple beginning.
The introduction of technology or artificial intelligence (AI) in the recruitment industry should not come as a shocker. Based on data, 85% of candidates send their applications in the usual manner without getting responses, while 71% of recruiters say that they take a long time in finding the right candidate.
In this situation, the help of cloud-based technology is very much needed. For companies to continue its growth and build a company community that meets its goals and expectations, hiring the right candidate for a position is a must. However, fear has started to creep in in the recruiters’ minds because of the notion that they will be kicked out when AI enters the picture.
Here are some points to consider before fully accepting or shutting the door on AI in your system.
A huge chunk of why AI is being integrated into the recruitment industry is because of the workload they can do and how accurate they can do it.
As a recruiter today, a part of your job entails reviewing thousands of job applications every day. In the advent of AI, think about how entering a specific keyword will pull up the best applications at the very top. Wouldn’t that make your job much easier?
AI could handle candidate screening and engagement for you, allowing you to focus on other things that are as equally or more important to the recruitment process.
Nothing can replace a human’s gut feel. A candidate can tick all the necessary requirements for a job through a machine, but feeling about a person can only be done by a living thing.
A machine cannot assess the extra factor it takes to do the job. While AI can narrow down your options, the ability of a candidate to communicate and show his personality can only be evaluated by humans. There’s also the advantage of flexibility with the interview questions depending on how the candidate responds.
Technology only helps in building personal relationships. However, technology can’t create a personal relationship with you. Also, the candidates don’t want to build a relationship with a computer as they know that this is programmed and only created to perform specific tasks.
Further, talking to a recruiter will give the candidate an idea of the company culture he or she is getting into. On the other hand, a face-to-face interaction with the candidate gives the recruiter a chance to assess if the applicant is fit for the team. When the applicant is hired, the happiness, disposition, motivation, and productivity of the employee can only be judged by humans.
Consequently, only human recruiters can “sell” the name, brand, and identity of their company. A passive candidate needs a little more persuasion to send and apply to your company. The process of an employee leaving his current company and transferring to your own needs emotional quotient. Therefore, a human recruiter is vital in the process.
As the recruitment industry continues to rise, it is not a setback to ask for assistance from artificial intelligence. At the end of the day, candidates have to work with humans when they enter the company.
It is a recruiter’s ally in more ways than one. It is an assistant to the tasks that’ll surely be challenging for humans in the near future if they want their recruitment to be on point, which would then lead to cutting down expenses and investing on the right people.
So go ahead and learn how to use AI to your advantage. After all, the recruitment industry will always be about people, by the people, and for the people.
Tresha D. Moreland, MBA, MS, SPHR, SSBBP, founder of HR C-Suite, is an HR thought leader in Human Resource Strategic Management. She has held key human resource leadership roles for over 20 years in multiple industries most recently a senior vice president in the healthcare industry.
Tresha is the founder and publisher of HR C-Suite (www.hrcsuite.com). HR C-Suite is a game changer results-based HR strategy website. It is a first-of-it's-kind site that organizes HR strategy based on desired business result.
She has developed a business philosophy of integrating human resources with business strategy, thus creating a hybrid HR leadership approach. This approach enables the leveraging human resources to achieve business results.