Artificial intelligence has been used in the hiring procedures of an increasing number of businesses. It’s simple to understand why AI is being adopted by so many in the sector given the potential to reduce a recruiter’s considerable administrative work and create a more effective procedure. Some recruiters are concerned, meanwhile, that there are human components to the hiring process that AI simply can’t duplicate.
We’ve discussed the pros and cons of using artificial intelligence (AI) in recruitment to help you decide if it’s the best course of action for you and your business.
- Reduce Administration Time
90% of organizations utilize automation tools to reduce administrative workloads, and AI may assist there as well. Although there are several automation software programs, AI is very good at identifying patterns and can increase automation efficiency. You can use this automation to handle administrative chores including selecting candidates, looking for credentials and talents, responding to inquiries from candidates after hours, evaluating data, and scheduling interviews for candidates.
- More Quality Candidates
24 percent of companies use AI to hire top talent. If you only receive a small number of applications, this may assist you to attract more qualified individuals. Additionally, AI can save recruiters time from having to go through unqualified candidates’ resumes. The most qualified candidates for a position can be selected using AI’s ability to screen candidates and resumes. When you identify such individuals, you may contact them and concentrate on developing a relationship with them because you have more time because you aren’t in charge of the screening process.
The capacity of AI to review applicant resumes for you is one of the key advantages of using AI for hiring. Due to its speedy information analysis, AI can swiftly filter hundreds of resumes for relevant experience or other attributes you might be looking for in a candidate. This ensures that the best applicants are shown to you within minutes. This drastically cuts down on the amount of time needed to analyze applications, freeing up recruiting managers’ time for other tasks.
- Accuracy can sometimes present problems
Since many AI-based solutions are still in their infancy, mistakes can happen. For instance, even though an applicant is qualified for the position, they might not be chosen if they used a different phrase or word to define a talent than the system does. Additionally, as these systems gain popularity, more applicants are beginning to understand how they operate and may attempt to game the system by using particular keywords and phrases to appear more qualified than they are.
- Learned Bias
Contrary to popular belief, AI can be biased. Although correctly constructed AI can aid in the prevention of human prejudice, the technology’s requirement to learn from the pattern can readily pick up on historical partiality like age, gender, and even the candidate’s alma mater. While some businesses might fail to consider these biases, this issue can be quickly resolved if software developers take the necessary efforts to eliminate these human error tendencies.
- Being Impersonal
AI doesn’t always relate to clients as well as a live person might. With chatbots driven by AI, the hiring process may feel less personal for both the hiring manager and the candidate. Even though it can make the task simpler and more efficient, it might ultimately result in poor communication. Candidates may be less persuaded by generic messaging, and hiring managers may feel less invested in the process. But if hiring managers use the time they can save with AI automation to learn more about the applicants that AI can find, this can be avoided. A human link still works best in many situations, including interviewing and making the final decision, even though it is conceivable to let AI handle all of the work.