Your next job application may be screened by a bot. Companies are already testing and using AI in recruitment. Advanced decision making recruitment engines are helping make hiring easy, fast and transparent.
Digitization across business functions accelerated during the pandemic and the shift to a more digitized and automated workplace continues in the post pandemic world.
AI-powered recruiting tools can streamline the hiring process, from resume screening to onboarding candidates.
The Robot Recruiters
Skillate for example is an artificial intelligence based recruitment platform. Companies like Byju’s, Unacademy, Wakefit, Rapido and Ola have used the AI based decision making engine for recruitment.
AI in Recruitment? Benefits and Challenges
Automated resume matching based on the job description, chatbots for candidate screening, converting passive profiles to active candidates and use of deep learning to extract information from complex resumes. AI also helps in automating the process of scheduling and rescheduling interviews, writing job descriptions and providing data driven analytics and insights for decision making.
Skillate boasts of reducing hiring cost by 40% with a 65% reduction in time to hire.
AI in recruitment is not so much about replacing the human workforce. It is rather being used in more subtle ways. AI in recruitment at present is about improving efficiency by cutting costs and reducing time to hire. So AI is creating efficiency beyond the scope of human recruiters, especially earlier in the recruitment funnel. It also helps eliminate bias early on in the hiring process.
As the talent pool keeps getting larger and complex, the hardest part of recruitment remains screening candidates from a large pool. This is where AI bots can be most useful in the recruitment process. It will allow recruiters to hire more efficiently, shortlist more accurately and screen resumes with more fairness.
What could be the challenges?
The entire shift will come with its set of challenges too. For instance, for the AI to work accurately, it requires a lot of data. That’s how machine learning works. It requires a lot of data to mimic human intelligence.
Another flip side of learning from a lot of data is that AI can learn human biases. So constant monitoring is required to detect patterns of potential bias.
Change management will be a key challenge. AI adoption comes with a lot of resistance as there is a perception of bots replacing humans and making jobs redundant. Recruitment leaders and executives can be skeptical of any technology that promises to make their jobs easier and that can enhance the capabilities of their HR ecosystem.
Wider adoption of AI in recruitment will depend on efficient handling of these challenges.
While we will continue to see the rise of AI in recruitment like in other business functions, it is worth mentioning that it won’t work without people, the human resources.
As we continue to see innovation and the technology improves, the challenge for the bots is how they replicate the trust created by human recruiters. Recruitment and HR as a whole won’t work without trusted relationships. If AI can help improve that trust, then we’re in for a vibrant and efficient future of HR.
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