Artificial Intelligence On The Recruitment Frontline
Having an employer sort though a million resumes and applications to find the perfect candidate might be a thing of the past, it will be handed over to Artificial Intelligence.
With the advancement of machine learning, the recruitment process for a company can be very efficient for finding employees. Technology, like chatbots that generate conversations between A.I. and humans.
With this new and exciting technology developing, a lot of people are worried about being expendable at their jobs. Manufacturing jobs like technicians, assemblers, and other line workers may be in jeopardy in the future.
So, what exactly is gonna change?
There isn’t going to be a complete 360 in the workplace.
Author of Medium post “How Artificial Intelligence Can Revolutionize Recruitment” Coburg Banks makes a valid point about how job recruitment will always need a “Human Touch” (2017). Coburg Banks is an award-winning, multi-sector recruitment agency that sources outstanding candidates for the UK’s top companies (LinkedIn). I would have to agree with them, recruiters can’t completely incorporate A.I. to do everything for them.
There is still a face-to-face element that companies want to have with new employees. Like getting to know the candidate personally through interviews. Coburg Banks wants to address that employers want to assess personality, and other soft skills, machines can’t register this information. They wrote, “We also need to assess cultural fit, personality and soft skills like confidence and emotional intelligence” (Banks, 2017). When hiring a new candidate one of the most important intangibles that they look for is soft skills. The best way to evaluate these skills is through an in-person interview. This is vital in determining good employees from great employees, robots won’t be able to take that extra step.
Coburg Banks also puts you into the shoes of the candidate, “if I were a job-seeker, I’m not sure I’d like to get interviewed and hired by a machine” (2017). This person may feel not as connected to the company since they are being asked questions from a robot. They might question themselves if they were the right fit for the job and may even lose some of their confidence.
How will it be incorporated?
Coburg Banks says that A.I. will be able to “Scour the internet for great candidates, make contact with them, conduct first stage interviews” and many other things (2017). All of these capabilities will save recruiters a lot of time and A.I. will be able to speed up the process up to the point of the interview.
Coburg Banks gave some examples of A.I. systems that specialize in employee recruitment, of them is called Beamery. This management system can “build talent pools, power collaboration and drive better decisions with predictive analytics” (Banks, 2017). This system seems to be helpful for not only the employers but the candidate since Beamery seems to work very fast to sort through each individual’s talent and abilities.
Coburg Banks mentions how these beta systems are clunky but they have a foreseeable future in the hiring process.
Source: Banks, C. (2017, July 25) How Artificial Intelligence Can Revolutionize Recruitment. Medium. https://42hire.com/how-artificial-intelligence-can-revolutionize-recruitment-de0936cca38c
