Do you think that recruitment processes are completely based on human interaction? It might be interesting to know that it is not. With the advent of technology, it has become easier to make use of AI to handle the menial tasks which can be automated. With artificial intelligence, one can create intelligent machines which learn from experience, adjust to changing inputs and perform human-like tasks, even HR departments can improve their business functions and realign their processes.
Just like any other sector, there is a huge potential for AI in Human Resources, from finding the best-fit candidates through resume analysis to increasing employee engagement. Through the patterns found in large datasets, AI can help reduce the human effort required in completing repetitive tasks. The major benefits of using AI and data
science and AI include reducing the time spent by humans on routine tasks thus helping them to improve their efficiency by focusing on more productive tasks. This will help recruiters to focus on proactive strategic hiring rather than spend time on reactive backfilling. It also helps eliminate biases and perceptions which might come into the picture when the process is handled by humans. It helps to improve the quality of hire as AI can make use of the data through recruiting KPIs and spend more time on building relationships with candidates to determine their culture fit.
As is the case when implementing new technology, there are challenges which need to be overcome. Whether it is skepticism of the new technology or reluctant to change old processes, companies might have to overcome challenges they might not have faced before. With AI the most important challenge is the volume and quality of the data that needs to be provided for accurate prediction. If the data is not diverse, it might lead to biases based on the patterns formed by the software. Another major problem to avoid is the black box selection problem. This arises when everyone is using the same kind of selection decisions and following the same set of patterns. This will result in hiring the same kind of talent and not bring in any diversity. Thus, it is important to create algorithms which can adapt to the changing circumstances so as to provide an equal opportunity to everyone and find the right fit for your company. An example of how human biases affect the selection process though AI can be seen for the recruitment process followed by Amazon. Due to the data provided, which were resumes over a 10-year period, there was a bias against women while selecting candidates through AI. This happened because the data was captured at a time when the tech industry was mostly male-dominated thus introducing a human bias.
Some examples of companies which have implemented AI in their recruitment processes can be seen below:
Unilever: They made use of AI-driven video and game-based assessment for the interview process thus becoming the market leaders in talent acquisition through use of technology.
L’Oreal: They made use of Mya, a chat-bot to determine the fit of the candidate through asking adaptive factual questions.
LinkedIn: They used Hiretual to gain insights and AI-based workflows to help find the right people faster.
As job portals struggle to keep pace with the increasing workforce and dealing with a higher rate of unemployment, AI-based recruitment and data analytics are the key elements to help change the game. Despite issues that might arise due to privacy of data, in a world where the digital footprint is increasing, it is becoming more important for companies to turn to the latest technology to align their processes. Companies need to find the right kind of mix between the human element to maintain relationships though emotions and the reduced error and increased efficiency of machines to improve their operations in the hiring process.
10/16/2020 Leveraging AI in the Recruitment Process | by The AI Institute