Artificial Intelligence (AI) tools have recently sparked conversations in the corporate world and ever-changing job market. Platforms such as ChatGPT have the potential to change the way we work, live, and communicate. With the ability to produce results automatically, AI is truly transforming the relationship between humans and technology. But what about AI in the world of recruiting?
While there are a multitude of advantages to this type of technology, there are also some cons to consider, especially within the staffing industry. It paints a picture of whether or not AI is suitable for your particular recruiting processes.
Pros:
Reduce administration time – AI tools have the ability to screen resumes (ATS software), schedule interviews, maintain calendars, and ask candidates questions outside of work hours. Being able to match skills and experience to a job description allows you to reduce hours of work scouring through resumes, which ultimately opens up more time for interviews and face-to-face conversations.
Higher pool of quality candidates – Many of these systems can not only help you write clear job descriptions, but can also manage to attract the right candidates. With targeting abilities, AI acts has a screening system, providing you with the most quality candidates at the right time.
Faster recruitment process – It goes without saying that AI can speed up your recruitment process. Because the technology can communicate so fast, candidates and recruiters are working in a much smoother and efficient manner. This is ideal for candidates as well, who can often get frustrated when they don’t hear back quickly enough. Thankfully, AI can quicken this process by assessing a candidate’s experience and skills in their resume, as well as their performance in an interview or assessment.
Cons:
Issues with inaccuracy – Arguably the biggest concern with AI in recruiting would be the technology providing inaccurate data or results. For example, if AI is screening a candidate’s resume, they might miss a crucial skill or keyword if it doesn’t exactly match up with the job description. This is where you might miss a highly qualified candidate altogether and why it’s important to always review with human eyes.
Lack of human interaction – Many professionals might consider AI impersonal. Candidates and recruiters alike prefer to build a human connection with each other. Unfortunately, strong automation can reduce the ability to create authentic, long-lasting relationships with so little face-to-face contact and conversation. Ultimately, no matter how advance AI might become, it can never truly replace the job of a recruiter.
Potential of learned bias – While we might think automation tech would reduce human bias, it’s possible that AI could potentially learn biases within recruiting patterns. It might take to heart the exact education or experience a candidate does or doesn’t have, which can turn into bias decisions when removing a resume from the pool. This type of behavior
