The latest buzzword in HR software-speak is Artificial intelligence (AI) these days and for the known reasons. It is helping in changing the processes for real. In simple words AI is a form of tech automation that leverages Big Data and machine learning to learn how to better perform the tasks it is automating. Yes, we are talking about the technology that can learn, make logical decisions and can digitally communicate accordingly.
Can Artificial Intelligence replace recruiters?
This can be a bold assumption as we see technology never replaced the need for pilots in airplanes. Although the advent of technology has changed the pilot engagement and how they operate their aircrafts. The same goes for Artificial Intelligence when it comes to recruitment.
Research from SAP and the Economist Intelligence Unit has found that 75% of companies leading in machine learning will retrain employees to perform higher-value tasks as more processes become automated, rather replacing them with technology. AI is not going to eliminate recruiters, however, it will for sure change a recruiter’s engagement in various aspects of the recruiting process.
Once adopted, AI will prove to be the most productive innovation the recruiting industry has seen since the move to web-based staffing methods. In fact, many machine learning leaders are already reaping significant benefits from the technology, indicating that returns on AI investments are quick and measurable.
How Artificial Intelligence could impact recruiter productivity?
This is a key success metric where recruiting software can directly support. It takes lots of steps, approvals, and complexities in a hiring process where recruiting software helps organize for recruiters. However, manual actions are required for many of these. For instance, a normal recruiter will spend a considerable amount of time to write job posts, reviewing resumes, scheduling interviews, and refining candidate searches based on search criteria from managers on candidate qualifications.
AI can help automate many manual aspects of recruiting tasks with learned logic and reasoning.
We are already seeing the AI hitting the recruiting software marketplace and vendors use AI to automate different tasks that were traditionally performed by recruiters. The artificial intelligence platform automates the communication with candidates, interprets responses while humanizing feedback and also select the time for interview-coordinating with all required internal resources. Also, with the help of natural language processing and machine learning, it manages coordinating and calendaring needs.
We can also see AI enter the sourcing cycle of recruiting using machine learning to bring together possible candidates and employer jobs. This reduces cost-per-hire and time-to-fill. In this scenario, AI scouts the best candidates matching them to an organization’s available roles. But, AI takes the process further by approaching matched candidates via automation, acting as a corporate recruiter or headhunter.
AI and machine learning provide recruiters with market data on competitive jobs, salary, and skills. It not only allows recruiters to review the hire-ability of their requisitions before they are posted but also can identify workforce availability by geography. Moreover, it supports diversity efforts by scanning for gender-biased language. Such information can help the recruiter endorse possible adjustments to a requisition while ensuring a high quality and timely fill before it is posted.
Artificial Intelligence in recruitment is already happening today and will expand to numerous areas that cover a recruiting cycle. This buzzword technology is real and it’s going to be exciting to watch it mature and develop. Having said that, the notion, that AI will eventually replace the recruiting profession is a mis-judgement. Though, technology is great, but we still would want and need a highly qualified person up at the front.
