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.


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.


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

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Green Key

Winning Teams Solve Pandemic Problems in First Nurse Hackathon

Five teams of nurses and technologists are winners for the innovative projects they entered in the first Nurse Hack 4 Health virtual hackathon.

sen out of 30 entries, the winning teams earned the highest scores for their solutions to challenges presented by the COVID-19 pandemic laid out in five categories ranging from “Acute Care Patient Monitoring” to “Resiliency & Self-Care.”

Sponsored by Microsoft, John & Johnson, dev up and the Society of Nurse Scientists, Innovators, Entrepreneurs & Leaders (SONSEIL), the entries were judged on “solutions that answer the challenge, but also do so in a way that balances simplicity with creativity.” A second criterion was the project’s readiness: “High scores will be given to solutions that are ready to deploy, provide appropriate instruction for use, etc.”

The 25 judges included practicing nurses, Microsoft’s chief nursing officer, the dean of nursing at the University of Pennsylvania, software application and development firm executives, the head of Deloitte’s Healthcare Transformation team and senior executives in technology and nursing and HCP strategy at Johnson & Johnson.

All the participating team solutions that made it to the final round are open source, posted on GitHub to enable health systems and others to, as the hackathon sponsors explained, “make changes needed to fit their systems or processes.”

From DailyNurse, here is a brief look at the winners and their projects. (The links go to each team’s video presentation for the judges):

Resiliency & Self-Care category – The team developed Well Nurse a peer-to-peer app to help nurses cope with stress, connect with one another, and identify best practices to foster mental well-being.

Acute Care Patient Monitoring category — HearNow connects patients and their loved ones separated by social distancing. With this system, loved ones can transmit video and audio messages from home that nurses can share when patients are alert and in need of comfort.

Data & Reporting category – The team’s project Activate School Nurses connects h school nurses with nursing students in need of clinical experience who will assist them in preparing for school reopening and maintain and monitor student health data to reduce the danger of further outbreaks.

Patient Care Coordination category – In a busy facility, it can take time to locate needed equipment. Nurse GPS proposes to solve that challenge by tracking equipment, giving nurses the floor and room location for each device. The aim is to reduce delays and lessen the danger of infection by making it unnecessary for a nurse to leave and reenter a room multiple times.

At-Home Patient Monitoring category – Social distancing and stay at home directives are driving a boom in telemedicine. But in areas with broadband access and among groups, especially seniors, without smartphones, remote access to medical professionals is difficult or impossible. Project Flourish works around those limitations, using a 1990s era technology to broaden the reach of telemedicine in rural areas and among seniors.  

Photo by Ani Kolleshi on Unsplash


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Green Key