Artificial intelligence in the recruitment process
Artificial intelligence, also known as AI, has been a matter of discussion for a very long time, going back all the way to Ancient Greeks with their ideas of intelligent robots and artificial beings. AI had reached its peak in the 20th century, and now we can see it being used in a wide variety of industries and performing a lot of different tasks. In this text, we will solely focus on the application of AI in the recruitment process of new employees, its advantages and present the question of AI completely replacing humans in the recruitment process.
“Hi there, what can I help you with today?” – Surely you have seen a message similar to this one while browsing through web pages. When engaged in this conversation you are communicating with an AI chatbot. This system works using principles from machine learning and natural language processing which processes natural language data and involves speech recognition, natural language understanding and natural language generating. Usually, chatbots are used to make an initial way to engage with your candidates and do some of the pre-employment processes like collecting and sorting resumes, discarding invalid ones and scheduling a meeting with candidates. A big advantage of chatbots is that they are always available, so candidates can check the status of their application, get feedback and ask additional questions which has a positive effect on their experience with the company. They do have some disadvantages though. Chatbots lack empathy in which a human recruiter doing the same tasks would have, and struggle with language barriers, as each person has their unique communication style, using different slangs, writing styles and fail to understand the humor of the candidates.
When the meeting is scheduled and a candidate arrives to have an interview with a human recruiter or has the interview via video, AI has its use there too. Skill-based hiring is gaining in popularity and AI systems can check someone’s skills and knowledge without solely relying on credentials of that person, which ensures the picking of the best talents for your company. Complex algorithms can not only process candidates’ answers to questions asked but can recognize emotions based on facial recognition. As every human being is being biased in some or the other way, implementing AI in the process of selection can help eliminate or lower the bias to an acceptable extent, giving you the best fit for your role with a data-driven approach.
Having many advantages, automating the majority of the process in hiring and growing in numbers of implementation in different areas, we must ask the question: Will AI take the jobs of human recruiters or make their roles obsolete? We can not be sure with absolute certainty, but AI in the future will be used only as a tool just to do what it is intended to, like reducing the time recruitment professionals have to spend on boring and repetitive tasks such as sorting through resumes and give them more time to focus on decision making and other human-related tasks in the whole recruitment process.