3. IMPLEMENTING ARTIFICIAL INTELLIGENCE IN RECRUITING
“Artificial intelligence is not a replacement for humans.
It’s about amplifying
human potential”.
INTRODUCTION
Recruitment of employees involves a broad range of skills, tasks, and specialties it requires efficiency, data assessment, and organization but is also largely dependent on human instinct, experience, and understanding (McCaan, 2023). The success of any organization depends on its ability to attract and retain top talent.
With
the invention of new technologies and changing work dynamics,
traditional recruitment methods and selection strategies have changed
with the passage of time (Bizaccenknnect, 2023). Also, due
to the increasing number of people globally looking for jobs, the recruiting
process has witnessed much competition in the past two years. It must be
admitted that with the help of technology, finding the ideal candidates for
open positions has become much more manageable (OnBlick Inc, 2022).
 |
| (JavaTpoint, 2021), The Process of Recruitment |
There are a number of new Strategies that have been developed over the time in the Process of Recruitment developed by the Human Resource Teams globally. This blog will discuss about benefits of using these strategies and the complications that can occur when these are put in place in the real world of recruiting.
Implementing Artificial Intelligence
Benefits of Using AI in the Recruitment Process
 |
| (USM, 2020), Five Major Benefits of AI |
- Efficiency of Hiring, Screening and aid the process as a whole.
- Less time Consuming for decision making.
- Accuracy of selecting the right candidate with Talent and Qualifications
- Reduce Bias
- The ease of sourcing potential and long-term fits to the company.
- Automated sourcing: Add passive or active candidates to your talent pool with the help of AI. Recruiting software can scan social media accounts, job boards, and online communities to find candidates that match pre-determined criteria.
- Natural language processing (NLP): NLP can analyze text or spoken words and offer insights. It can be used to identify candidate strengths and behavior or flag areas of concern. It also helps provide transcripts of audio content.
- Chatbots: Chatbots can respond to applicant questions or requests quickly. They can provide information to job seekers about the company, the interview process, or open positions.
- Video interview analysis: AI can summarize conversation sentiment and speaker ratio, or highlight opportunities for interviewer improvement. AI-generated transcripts can be assessed for keywords as well.
- Bias mitigation: AI can help avoid biased decision-making by delivering standardized screenings to candidates early in the interview process. It can offer objective summaries of candidate profiles and help redact personal information from resumes.
- Predictive analytics: AI can analyze candidate resumes, social media presence, and skills assessments so hiring teams can better understand a candidate’s potential. AI can also help predict the likelihood of retention within a certain role.
- Ranking and scoring: Recruiters can connect with their most promising candidates when AI helps rank and score top resumes. AI can analyze recorded interviews and offer scores afterward as well, though recruiters should only use this data to supplement their decision-making process (not replace it).
Challenges of Using AI
On contrary, there is a challenge where these tools can fail to select the best candidate because these tools need frequent updating by humans. They certainly depend on the input data received by a certain human professional.
- There can be bias in the algorithms - Auditing and updating the current AI systems on a regular basis.
- As an organization, we have to always think about the privacy of the candidates - being transparent about data usage, obtaining consent and complying with data protection regulations like GDPR(General Data Protection Regulation).
- Sometimes there can be over-reliance on technology - Maintain a balance in the organization. Using AI to enhance the efficiency but don't replace the human touch in the process.
- Quality of Data input by human can vary due to the lack of technical skills - Handover to professionals in the industry to maintain the quality.
- The cost and implementation in the Recruiting process - Think whether you really need AI for recruiting in the organization as it can cost a lot when implementing these strategies.
Conclusion
In conclusion, implementing these modern strategies to recruit modern workforce can help and benefit vastly but there can also be a bias and it can be challenging. The ethical use of AI powered techniques and methods should be considered by the professionals. The frequent auditing and updating according to the requirements of the talent acquisition should be practiced by the Human Resource Professionals. There should be consideration about the requirement of qualified people in the organization to handle the AI algorithms or they should be handed over to the qualified without creating an unethical environment in the organization.
List of References
Bizaccenknnect. Pvt. Ltd. (2023) 8 Best Recruitment
and Selection Strategies for the Modern Workforce [blog]. Available
at: 8 Best Recruitment and Selection Strategies for the Modern
Workforce (bizaccenknnect.com) [Accessed on 13th March
2024].
Leonard, D. (2023) AI Recruiting: A guide
to Smart Recruiting [blog]. Available at: AI Recruiting: A Guide to Smart Recruiting - Clovers 30
October 2023. [Accessed on 14th March 2024].
JavaTpoint. (2021) The Process
of Recruitment [image]. Available
at: recruitment-definition2.png
(554×554) (javatpoint.com) [Accessed on 14th March 2024].
McCann, A. (2023) How to use AI for recruitment [blog].
Available at: How to use AI for recruitment - Workable September
2023. [Accessed on 13th March 2024].
OnBlick Inc. (2022) Recruitment and Selection Strategies for the Modern Workforce. 31 August
Available at: Recruitment and Selection Strategies for the Modern
Workforce - OnBlick Inc [Accessed on 13th
March 2024].
USM Business Systems. (2024) Five Major Benefits of
AI [image]. Available at: AI-renovate-hiring.jpg (1200×628) (usmsystems.com) [Accessed
on 14th March 2024].
Agreed, while these techniques provide unparalleled opportunity to connect and engage with prospects, companies must find a balance between using digital tools and keeping a personal touch in the recruiting process.
ReplyDeleteYes. Definitely. We have to have a balance without depending on the AI powered tools only. The personal touch by professionals is mandatory.
DeleteThese information are documentation for assessment ❤️ a loads of ideas and info .. gained knowledge 💘
ReplyDeleteThanks Amesha for leaving a comment. I appreciate the fact that you gained knowledge.
DeleteAll things considered, your thorough analysis of digital-age recruiting tactics is a useful tool for navigating the changing field of talent acquisition. I appreciate you sharing your knowledge."
ReplyDeleteThanks Nilakshi for your comment. When this research was done using the references given, I have learned so much about the changing field of talent aquisition.
DeleteInteresting topic. I feel that implementing artificial intelligence for recruiting will be a negative initiative if we consider the cost involved in a such innovation. Organization might invest on other plans which they can earn profits rather than spending so much money on a project like this.
ReplyDeleteThanks Nimani for the comment. Yes, I agree with you that there is a cost involved and it could be a drawback for companies to use artificial intelligence for recruiting but I have also mentioned that companies should first decide whether they absolutely need AI for recruiting before implementing it straightaway. The HR professionals should be involved and decide first.
DeleteGrate information. Just a thought ,Also better to talk about the downside of the AI Recruiting and any techniques to minimize it.
ReplyDeleteThanks for the comment Shan. Yes, I agree there is a downside of using AI for recruiting, I have discussed a bit about the challenges we could face when using AI at the end of the blog and the solutions we could have to overcome them. I think I will discuss further about the specific techniques in a separate article. Thanks for the constructive criticism.
DeleteVery analytically written, Judith. I like how you talk about the Pros and Cons of implementing AI for recruiting. AI seems a great tool to use to mitigate bias taking place in the form of halo and horn effects in interviews. Also I like the way you have mentioned the shortcomings of AI technology with the possibility of its algorithms getting corrupted, high operational costs, and the possible over reliance on technology causing us to lose the human touch. You have presented a well thought-out simple conclusion to the topic. Excellent work.
ReplyDeleteThanks for your comment Anjalika. Yes, using AI to reduce bias due to the halo and horn effect can be a great execution.
DeleteA very good article. Have you though of the drawbacks on using AI in this process?
ReplyDeleteThank you for your comment, Shelan. Yes, I have mentioned about the challenges we may face when over relying on AI.
DeleteYou can refer this link for more information on the drawbacks of using AI.
Deletehttps://connect.comptia.org/blog/common-ethical-issues-in-artificial-intelligence
Valid Pros and Cons Judith. also, While AI can streamline and automate the recruiting process, it may also lead to a loss of the human touch and personalized interaction that candidates value. Over-reliance on AI-driven tools without human oversight can result in a disconnect between recruiters and candidates.
ReplyDeleteThanks for the comment Wasula. There should aways be a balance of using these AI methods in an organization, over dependent on these tools definitely can lead to many complications at a later stage. For example, we could use these tools only to shortlist the candidates, and thereafter the involvement of humans can continue the recruitment process.
DeleteExactly , totally agree on this. this is a really Insightful article.
DeleteYou've summed up the main points regarding modern hiring practices and any potential drawbacks quite well. The use of AI in talent acquisition raises important ethical questions, and you make a great point when you emphasize how important it is for professionals to regularly review and update their procedures. Furthermore, your observation regarding the necessity of having qualified people manage AI algorithms is in line with the significance of upholding accountability and openness throughout the process. Overall, your conclusion emphasizes the difficult balancing act that must be struck between utilizing cutting-edge methods and protecting against prejudice and unscrupulous hiring practices. Excellently expressed!
ReplyDeleteThanks Neashara for your valuable comment.
DeleteAppreciate your feedback on this article. Thank you for sharing your insightful thoughts!
DeleteAgreed. By Implementing artificial intelligence for recruiting we can reduced workload for recruiters. AI can handle the time-consuming parts of recruitment, such as analyzing resumes and scheduling interviews.It also helps to do better analytics automated systems tend to generate more data than manual processes.
ReplyDeleteThanks for your comment Chethani. Yes, absolutely agreed with the fact.
DeleteInteresting ! special about Key Techniques used in AI Recruiting. you describe well and it is practical and trending
ReplyDeleteThanks for the comment Madhawa. Using AI in the modern digital era is the way to go as the technology is advancing day by day. The challenging environments are also maintained and sustained because of the advancing technology.
DeleteLike it or not we must embrace the changes that AI brings to the nation. I had the chance to have a breif chat about the AI tools in HR from a Global Head of HR of a leading IT company in the country, who has successful entities in US, UK, Australia, SL, India, Singapore. She mentioned that the use of Chatbots including fully automated resume screening in recruitment is not ethical and effective in the Sri Lankan context. I would like to know your thoughts on that..
ReplyDeleteThanks for the comment Dilhara. Yes, I agree with you that the use of chatbots and the fully automated resume screening is not ethical and is not successful in Sri Lanka at all as there is a technology gap when compared with the developed and developing countries. I have discussed about using these methods in the global context. I also have mentioned in the later part of my blog that over relying on technology is not an effective method to conduct in an organization. We should always have a balance of using AI systems for recruiting, only use it to enhance the efficiency and never loose the human touch. (Leonard, 2023)
DeleteYes it is. When I asked the same question, I also would have said the same thing. Cheers!
DeleteI agree with the points discussed in the article. Modern recruitment strategies, incorporating AI, offer efficiency, accuracy, and reduced bias. However, challenges like algorithmic bias, privacy concerns, and over-reliance must be addressed through regular audits, transparency, and careful cost evaluation.Overall, ethical considerations and a thoughtful approach are necessary for the successful integration of AI in recruitment processes.
ReplyDeleteThanks for your valuable comment Minoshi. Yes, using AI has benefits and at the same time there can be drawbacks of using too. Ethical considerations and a very mindful approach is definitely necessary for utilizing AI in recruitment processes. We should never loose the human touch because there should always be a balance when using AI.
DeleteThe technological development influences automation in all sections of the economy replacing many activities carried out by humans by machines. Hence dependency on human decreases. While this transformation is in rapid progress, any organization searching for human talent should be for a real need for a human being for the unique humanly features. Hence deploying AI to recruit a human may not produce the expected results as it works on algorithms and logics. AI may select the most matching candidate based on its logical calculations and may miss out the most humanly factors i.e. attitude, desire, passion, etc. Hence using AI for recruitment process should be done very carefully. Your article is well structured and easy to understand and it opens a different avenue for the recruitment process.
ReplyDeleteAppreciate your comment Sharfaz. Yes, you have pointed out about the over- reliance on AI is not a good method. That is the reason I have discussed about the challenges we may face if humans rely too much AI there would be problems. Having a balance and never loosing the human touch is the only solution for this.
DeleteGood article about using AI for recruitment. But there will be human intervention at some point to facilitate above AI recruitment process. Need to have 75to 25% mix in AI recruitment as we cannot throw down the traditional recruitment process. To achieve optimal recruitment outcomes, organizations must strike a balance between AI and human intervention. Clear delineation of roles between AI tools and human recruiters is essential (Adams et al., 2022)
ReplyDeleteYes, Sudesh. Your point is exactly what I have mentioned as well. Thanks for your insightful comment.
DeleteYour article explores the integration of Artificial Intelligence (AI) in recruitment, emphasizing its efficiency, time-saving benefits, and role in reducing bias. It's intriguing to see how AI tools like automated sourcing and chatbots are reshaping recruitment. However, addressing challenges such as algorithmic bias and data privacy is crucial. Thanks for the insights into the evolving recruitment landscape!
ReplyDeleteThanks for your valuable comment Ruchira. Yes, the challenges in AI recruiting should be addressed carefully when implementing this strategy.
DeleteDisadvantages of using AI in recruiting can include unfairness in hiring due to biased algorithms, a less personal candidate experience, overlooking important people skills, and worries about how candidate data is handled for privacy.
ReplyDeleteYes Jagath. Companies should have the ability to face the challenges of implementing AI recruiting by the ways I have discussed. Leaving in the hands of the professionals to input into these algorithms can reduce bias and solve many other problems.
DeleteAgreed, What this reveals is that businesses must work on refining their hiring processes to find more adequate hires and retain top talent, now more than ever. This means getting rid of outdated, ineffective tactics and replacing them with new, efficient recruitment trends that increase the chances of finding candidates who are the right fit for your company.
ReplyDeleteThank you for your valuable comment, Prakash. Replacing the traditional methods of recruiting with AI can benefit in many aspects. Yes, using this strategy is efficient but there should be a balance of humans involved in the recruiting process and implementation of AI for recruiting.
DeleteImplementing artificial intelligence (AI) for recruiting has drawbacks, including the potential for bias in algorithms, leading to unfair hiring practices (Dastin, 2018). AI optimized to get the benefit to the organization, in such situations it can ignore the resources with real potential. How do you solve such cases with AI?
ReplyDeleteYes Chamara. There can be many drawbacks of using AI. I have discussed about the cons of fully relying on AI for hiring in the later part of my article. There should be a balance of Human professionals and using AI. Only the qualified HR professionals who are familiar with implementing these advanced technologies should be handling the systems. Over reliance can lead to unfair hiring ethics as you have mentioned.
DeleteYour article opens with an engaging introduction that immediately grabs the reader's attention, setting the stage for an insightful exploration of how to use AI for recruitment.
ReplyDeleteYes, AI streamlines and automates many aspects of the recruiting process, such as resume screening, candidate sourcing, and scheduling interviews. This leads to significant time savings for recruiters and hiring managers. Nevertheless, we must carefully consider and address the potential drawbacks to ensure ethical, effective, and equitable use of AI in recruitment processes.
Yes, definitely Wasula! We should carefully address the challenges we may face by implementing AI initially before having these systems in place in an organization.
DeleteThank you Judith , Nicley done.
DeleteInteresting and informative investigation into artificial intelligence in the field of recruiting! Although the advantages of AI are evident I have concerns about its potential influence on the human aspect of the recruiting process.
ReplyDeleteAn ideal strategy involves finding a balance between using AI to enhance efficiency and retaining an essential human component in the recruiting process, particularly when it comes to the final selection of candidates.
Thank you for your comment Nufail. Yes, we could have an ideal strategy as you have mentioned as it is a vital requirement before implementing the AI strategy. However, using AI strategies for final selection stages would not be recommended as the AI systems could create bias situations. Using AI driven strategies for the initial stages of recruitment can be used as it will be efficient.
DeleteHi Nipuni. Great content. There is great potential for recruitment businesses to use AI to increase efficiency and accuracy, as well as streamline and automate processes. Recruiters can also leverage AI to improve accessibility, access a global talent pool, and reduce costly recruitment fees (Ore and Sposato, 2021).
ReplyDeleteThank you for the comment, Kovida. Yes, using AI increase efficiency and accuracy and streamlining automation can benefit too. However, having a balance of Human interaction and AI is vital. This can also enable recruiters to gain access to a global talent pool and reduce costs of recruitment.
DeleteThe following blog post provides a topical debate on the use of Artificial Intelligence (AI) in recruitment, emphasizing its potential to streamline the process and improve candidate experience. The inclusion of practical advice and best practices for incorporating AI tools into recruitment efforts enhances the content. It would be interesting to include a section on the potential problems and ethical considerations related with AI in recruiting, to provide a more balanced view of this technology.
ReplyDeleteYour valuable thoughts on my article are highly appreciated, Hasith! Yes, there are potential problems and ethical considerations to consider when using AI, I have discussed a few in the article. If more information is required, please visit the link I have shared.
Deletehttps://connect.comptia.org/blog/common-ethical-issues-in-artificial-intelligence
Your investigation into using artificial intelligence (AI) in hiring skillfully strikes a balance between human knowledge and technical innovation. A careful approach to incorporating AI into hiring procedures is demonstrated by the emphasis on enhancing human capacity rather than replacing it (McCaan, 2023). The benefits of AI are outlined, and these include improved talent sourcing, less bias, and efficiency. These benefits demonstrate how AI is revolutionizing contemporary recruitment techniques (Bizaccenknnect, 2023). Additionally, your recognition of the difficulties, such as algorithmic prejudice and an excessive dependence on technology, demonstrates a sophisticated comprehension of the moral issues and pragmatic constraints related to the application of AI (Leonard, 2023). One important lesson is the need for HR professionals to carefully negotiate these issues by finding a healthy balance between technological innovation and human intervention (USM, 2020).
ReplyDeleteYour valuable insights about this article are highly appreciated. Yes, Shannon, there are benefits and there are drawbacks to using AI. As you have mentioned HR professionals need to carefully negotiate these particular issues to find a good balance using the technological advancements and the human interaction methods in an organization.
DeleteThank you for the valuable comment, Shannon!
Wow. what a marvellous interpretation and explanation about AI as a trending concept in the World. As AI scanning resumes, identify suitable candidates and conduct initial interviews to streamline the recruitment process, this practice saves a huge recruitment cost to the Organization and help to initiate most suitable candidates in line.
ReplyDeleteThank you for the insightful comment, Ranga!
Delete