AI is, and will continue to be, part of life.
The more integrated computers and technology become as part of our everyday routine, the more we will see every industry affected. But is AI really better than humans when it comes to recruitment, or is there a certain amount of personability that needs to be kept in the hiring process?
AI is beginning to take over pieces of the recruitment process already. In the US, American recruitment technology specialist, HireVue, are already using facial analysis to read emotions in video interviews. In New Zealand, we are also beginning to embrace AI tools like CV readers, filtering technology and chatbots.
AI is getting smarter and we need to be ready for it. We need to be ready to adjust our way of working and be adaptable to change as more and more technology is invented to turn recruitment on its head. So how can HR teams and employers work with AI as it develops, rather than against it?
The importance of the personal touch.
The recruitment process has always been a personal one, and despite the introduction of more AI tools, it still can be. If we utilise tools like web robots to help candidates decide to opt out before even applying, or screen applicants for low-skilled jobs that receive a huge number of candidates, then AI can not only benefit the recruitment process and the hiring team, but can also benefit candidates by freeing up HR to focus on high-value contact points.
The importance of a positive candidate journey cannot be emphasised enough. By introducing AI into the recruitment process, you run the risk of candidates having a negative response to your brand and not feeling like they were able to gauge the feel of the overall team. The key here is making sure the personal touch is still there, making sure you still meet your top candidates face to face, there is a follow up after the interview to either offer or decline, and the overall candidate-client relationship is still positive and humanised. This will build rapport and make sure that your candidate has a positive journey and an overall positive experience with your brand. In other words, a blend of AI tools and personability in the recruitment process.
Using AI to attract the passive candidate.
70% of the global workforce is comprised of passive candidates. Ignoring this talent pool can be detrimental to any recruitment campaign. AI tools can analyse a candidate’s online presence and target them deliberately based on interests, search history and general online movements. Incorporating AI into your recruitment strategy to attract these passive candidates is a great way of expanding talent pools and giving yourself the best chance of attracting the right candidate for the job.
Move with the times, not against them.
All in all, making sure that your HR team and hiring managers move with the AI trend, and not against it, is paramount. As AI technology continues to develop and progress, those in charge of organisational recruitment in businesses of all sizes need to be flexible, adaptable, and ready to change up the way they are working – as at the end of the day, AI will help find the best candidate for the job