Did you know that a recruiter tends to spend nearly half of their daily working hours browsing incoming resumes from candidates and checking applicable skills and experience? However, with the latest advances in artificial intelligence, such as the automated screening of CVs, the recruitment process can become much less time-consuming. Applicants submit their resumes online, and the software automatically checks for specific skills, keywords, experience, or certifications, ranking the resumes based on relevance. Thus, the increasing use of AI in various industries, including recruiting, is constantly expanding. But is this a promising path for recruitment and can it replace good-old human analysis? We asked several specialists about the pros and cons of this. Check their answers below.
Key Takeaways:
- According to a Statista report, the number of AI assistants is expected to surpass 8.4 billion units, exceeding the world’s population.
- AI in the recruitment process streamlines tasks such as resume screening and data entry, improves talent identification, filters candidates quickly and effectively, and reduces human bias.
- Regarding the drawbacks, AI may inadvertently perpetuate inequalities, risk alienating candidates and impact employer branding, nor can it evaluate emotional aspects, and it could lead to discrimination in the recruitment process due to certain repetitive algorithms.
- Candidates may need the opportunity to stand out from the competition and showcase their abilities in interviews which AI processes may not always facilitate.
DevelopmentAid: What are the pros and cons of using artificial intelligence (AI) in recruiting?
“Incorporating AI into recruitment processes has revolutionized hiring practices, presenting both advantages and also food for thought. On the positive side, AI streamlines recruitment tasks such as resume screening and data entry, freeing recruiters to concentrate on aspects of strategic hiring. This efficiency enables better talent identification through the analysis of a vast amount of data, leading to improved hiring decisions and reduced bias. However, challenges accompany this progress. AI algorithms, though designed to mitigate bias, can inadvertently perpetuate inequalities if not carefully monitored. Moreover, the impersonal nature of AI processes risks alienating candidates thus impacting employer branding. In conclusion, the integration of AI in recruitment offers undeniable benefits in efficiency and precision. Yet, it demands vigilance to mitigate bias and maintain a human-centric approach for a fair and positive candidate experience.”
See also: The ghost in the machine: AI biases and hallucinations | Opinion
“The advantages and disadvantages of using artificial intelligence in recruitment can be evaluated from various perspectives. Artificial intelligence can help to filter candidates quickly and effectively from large datasets, aiding in selecting suitable candidates. Additionally, it can reduce human bias, thus fostering a fairer recruitment process. Moreover, by automating repetitive tasks in the recruitment process, it enables HR personnel to allocate their time to more strategic tasks. However, there are also some drawbacks to the use of AI. For instance, AI cannot evaluate emotional aspects, potentially overlooking the potential of some candidates. It may also produce false positive or negative results and raise concerns about data privacy. Finally, there are risks such as algorithms learning biases and potentially leading to discrimination in the recruitment process. Therefore, careful planning and implementation of AI-supported recruitment processes are necessary.”
“The recruiting process can be exhausting for a recruiter, and AI can be a good tool for optimizing recruiting processes. However, AI, like any tool, comes with a list of disadvantages. The main advantage of using AI is the possibility of processing a large amount of data: AI can conduct the primary processing of questionnaires and resumes. This greatly facilitates the recruiting process when there is a task to close a large volume of single-type linear vacancies, vacancies with constant turnover, or with single-type tasks. In such situations, recruiters can reduce the number of resources to accomplish this task. However, when a company is looking for a unique specialist or a specialist for a position that requires creativity and initiative, AI has significant disadvantages compared to an experienced recruiter. In such a case, it is very important not to miss important information that is not always explicitly stated in the resume. Often the recruiter finds specialists for such vacancies thanks to his experience and intuition, and AI cannot replace these qualities.”
“One of the most important points that counts for AI in recruitment is reducing a recruiter’s waste of time, which means reducing the costs, which in leadership positions is often expensive, tiring, and long. It can also reduce bias towards some candidates by neutralizing subjective opinions. However, in many recruitment processes, the human aspect can be taken into consideration to a great extent, and this is not apparent through AI processes, meaning that recruitment processes will become devoid of humanity. In many cases, the candidate needs an opportunity to show himself, which AI will often deprive him of.”
One excellent way that can be used by professionals to stand out from the competition is to make sure that each organization from their sectors of interest has their CV on its records. However, doing this manually requires a lot of time which is why DevelopmentAid has designed a timesaving solution – CV Broadcast – a bonus for Professional Plus members only. This is ‘long-term’ investment as experts are contacted by organizations every time an open position matches their skills.
