The recruitment industry is no stranger to innovation. Over the past few years, Artificial Intelligence (AI) has emerged as one of the most transformative technologies in the hiring landscape. Like it or not AI has been impacting recruitment processes and practices since it’s conception. Here at GFB we have experienced the use of AI in recruitment first hand and discussed with a wide variety of recruiters the benefits of using AI alongside its limitations and impact on candidate applications.
This blog attempts to pull together some of the wider themes we are seeing about the use of AI within our client base and seeks to highlight some of the advantages and potential pitfalls that come with its adoption.
How AI Can Help Recruiters
Faster Candidate Screening One of the most time-consuming tasks for recruiters is screening CVs and application forms. AI-powered tools can analyse hundreds or even thousands of initial application forms in a fraction of the time it takes a human recruiter. By using algorithms that identify relevant keywords, experience, and qualifications, AI can rank and prioritise candidates prior to human review. This frees up valuable time for recruiters to focus on more strategic activities, like engaging with top talent.
Targeted Candidate Matching AI’s ability to process vast amounts of data allows it to go beyond simple keyword matching. It can assess candidates based on skills, past job performance, and cultural fit, which improves the accuracy of candidate-job matching. AI can review CVs and profiles against role and organisational requirements suggesting a useful starting point for delving further in person, really allowing recruiters to focus on the key areas that may make someone successful in role.
Hogan’s Chief Science Officer, Ryne Sherman recently shared really useful insights about AI in personality assessments at a recent PCL event I attended and there is a wealth of information on the Hogan site which can make for interesting reading.
Improved Candidate Engagement AI-driven chatbots and virtual assistants can handle initial interactions with candidates, answering questions about job roles, the company, or the application process. This helps keep candidates engaged early in the process and ensures that no one falls through the cracks. These tools can also schedule interviews or send reminders, making the process smoother for both recruiters and candidates.
Matthew Banks delves deeper into this subject in his LinkedIn pulse
Reduction of Human Bias Unconscious bias is a significant challenge in recruitment, affecting everything from application screening to final hiring decisions. AI has the potential to reduce bias by focusing purely on data points and qualifications rather than subjective impressions. When designed and implemented properly, AI can help create a more diverse and inclusive workplace by providing more objective candidate assessments.
How AI Can Hinder Recruiters
Bias in Algorithms While AI has the potential to reduce human bias, it can also perpetuate or even amplify bias if not properly managed. Algorithms are only as good as the data they’re trained on. If historical hiring data contains bias (e.g., preferences for certain schools, demographics, or work histories), the AI could unintentionally carry forward those biases, leading to discriminatory hiring practices. The infamous case of Amazon’s AI recruiting tool, which was found to discriminate against women, serves as a cautionary tale.
Overreliance on Automation AI tools can handle repetitive tasks efficiently, but recruitment is as much about human intuition as it is about data. Overreliance on AI could result in recruiters overlooking important aspects of a candidate that an algorithm might miss, such as soft skills, emotional intelligence, or cultural fit. While AI is a valuable tool, it cannot entirely replace the human element that is essential in assessing a candidate’s personality and potential.
Lack of Transparency One major criticism of AI in recruitment is the lack of transparency in how algorithms make decisions. AI models are often seen as black boxes, and recruiters may not fully understand how or why certain candidates are ranked higher than others. This can lead to trust issues, not only for recruiters but also for candidates, who may feel the process is unfair if they don’t know how they’re being evaluated.
Candidate use of AI Many of our clients have reported an increase in the use of AI in candidate statements and application forms and are concerned about the potential for cheating within remote candidate testing. With the use of organisation specific application questions, more and more candidates appear to be turning to AI for help, some brazenly just copy and pasting answers, while others use AI as a useful starting point - sometimes it’s use is easier to spot than others. With testing, technology advancements can help protect content and validate scores but constant review is required for example: https://www.gfbgroup.com/post/assessments-accessible-to-all
Risk of Candidate Alienation While AI-driven chatbots can be helpful in the early stages of recruitment, over-automation can lead to a lack of personal touch. Candidates may feel disconnected if they’re only interacting with bots and automated systems. Personalised communication is still essential in attracting top talent, and excessive use of AI can risk making candidates feel like they’re just another number in a faceless process.
Best Practices for Using AI in Recruitment
Balance Automation with Human Judgment AI can handle many tasks that would otherwise bog down a recruiter’s time, but human judgment is still crucial. Recruiters should use AI to augment, not replace, their expertise. Ensuring that AI tools are complemented by human decision-making will help prevent oversights.
Monitor AI for Bias To avoid the risk of bias, regularly audit and update AI systems. Ensure the data being fed into AI models is diverse and representative of the talent pool you want to attract. Organisations should also be transparent about the use of AI in recruitment and how decisions are made to build trust with candidates.
Prioritise Candidate Experience AI can streamline processes, but it shouldn’t detract from the overall candidate experience. Maintain a balance between automation and personal interaction, ensuring that candidates feel valued throughout the recruitment journey. Personalised follow-ups and interactions are still key in building relationships with potential hires.
Train Recruiters on AI Tools Recruiters need to be well-versed in the AI tools they are using. Proper training ensures that they understand how the technology works, what its limitations are, and how to interpret its outputs. This enables them to make informed decisions and use AI as an effective tool rather than a crutch.
Conclusion
AI in recruitment holds immense promise, offering solutions to some of the most persistent challenges in the hiring process. It can save time, reduce human error, and enhance decision-making. However, it’s essential to recognise that AI is not without its limitations. Bias, transparency issues, and overreliance on automation can undermine the benefits AI offers.
By integrating AI thoughtfully and balancing its capabilities with human insight, recruiters can harness the full potential of this technology while avoiding its pitfalls. In the end, the best recruitment processes will likely combine the efficiency of AI with the empathy and intuition of human recruiters.
AI in recruitment is still evolving, but its potential to reshape the future of hiring is undeniable. How recruiters choose to engage with it will determine whether it serves as a helpful ally or a hindrance to finding top talent but however it is used it must be implemented with due consideration and understanding of the limitations and risks involved. The Department for Science, Innovation and Technology alongside the CIPD put together this useful guide earlier this year:
The Recruitment and Employment Confederation also previously put together their guidance: https://www.rec.uk.com/our-view/research/practical-guides/data-driven-tools-recruitment-guidance
Have you used AI to streamline your processes or experienced an increased volume of AI generated applications? Here at GFB we are in the business of using well validated tools and methods for supporting our clients to find the very best people that will thrive in their organisations that both support and are aware of how AI can be used by both candidates and recruiters. If you would like to discuss how we can support your requirements or would just like an open discussion about what would work best for you just give us a shout:
+44 (0) 333 090 2580
댓글