Automation, AI, and Recruiting

Posted by Yuko Miyawaki on Feb 19, 2019 1:39:24 PM

Automation and AI are changing our society … and recruiting. As the competition for acquiring the best talent intensifies, efficient and effective ways of recruiting are being demanded. Technology has already made a significant impact over the past decade: for example, much of recruiting has gone virtual with online applications and video calls. Yet as some of the most innovative technological improvements in history, how will automation and AI change the scene?

 

On the recruiting side, automation and AI can benefit by aiding with tedious tasks such as resume screening and answering simple questions. According to Ideal, manually screening resumes is the most time-consuming task in recruiting, and yet up to 88% of the resumes received for a role are considered unqualified. AI can identify certain qualifications needed for the role and in addition learn what kind of candidates ended up being a good match. This accumulation of data can further improve the talent search.

Not only is AI used as a tool for filtering, but also for interacting with candidates. Chatbots can answer commonly asked questions about the company, and can also give constant updates and feedback. While perhaps not as personal as talking to an actual person, these can make the recruiting experience more personally catered without needing to put in more human resource. Perhaps in the near future, first round interviews may be entirely be conducted by AI, which would analyse candidates responses as well as bodily cues using video identification technology.  

What would this mean to candidates? In a way, this may not have a huge effect. Candidates would still need certain qualifications to pass the screening process whether it is a human or a bot looking through their resumes. However, one concern is that it would become more difficult for unique experiences to be recognized. AI is brilliant, but at the end of the day it is just tool that makes decisions informed by massive amounts of past data. It may be good at identifying what has always worked before, but phrased differently, this means it will pick similar people. While these technologies may be great for efficiency, the way that these technologies can be adapted to ensure diversity in the workplace is still worth consideration.

Topics: recruiting, software, talent acquisition

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