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Dec 07

Category: Technology

Here at 3Search, especially within the Consultancy and Digital Transformation team, there has been a lot of hype about the role AI and Machine Learning (ML) can play in recruitment in 2018 and beyond. With 81% of HR representatives saying that Talent Acquisition will be their most important priority in 2018, it’s no surprise that businesses are looking to technology to make this easier.

However, is AI the answer? We’ve provided below some of the immediate benefits AI/ML can deliver, along with some challenges it can present.

The benefits

  • Time saver — It is estimated that 75%-88% of applications for a role are either unqualified or irrelevant, and processing these applications takes 23 hours of a recruiter’s time, for each role being recruited. AI can take a data-driven approach to screening profiles to ensure you focus on those that are relevant – saving you time. Ideal provides a tool that can screen profiles for you, becoming more intelligent the more it is used!
  • Candidate experience — 86% of candidates said that not having a decision from an employer damaged their view of the business. With candidate experience being high on the list of priorities in the highly competitive job market, automating responses to unsuccessful applications is a simple step to take. Mya is a great example of an AI tool that can help improve the candidate experience.
  • Future success — There are a number of AI tools that claim to be predictors of future success. With a sufficiently large data set from your successful employees (and details of the roles they were brought in to do), it could be possible for AI to match traits from their profiles, and then search for these traits in new applicants, hopefully improving the quality of hire!

The challenges

  • Time and data — AI requires a large amount of data to become valuable. An example of this is CV screening, AI that screens CVs needs to look at hundreds or even thousands of CVs to learn how to screen them with the same accuracy as a human.
  • Bias — It is also possible for AI to learn human bias. The algorithms that drive AI don’t reveal pure, objective truth just because they’re mathematical. Humans must tell AI what they consider suitable and indicate that the outcomes they consider best – allowing for human bias to influence AI.
  • Uptake — Adoption of AI could be tricky! Persuading stakeholders of the benefits AI can bring can be a long and arduous task, and even then, it can be difficult to ensure they’re actually using AI once introduced.

These are all examples of where AI/ML can be used to change existing recruitment processes. Rather than totally disrupting the market, the changes highlighted above are just an entry into this world. There are providers looking to totally disrupt the recruitment market – one to explore in a future blog!

In summary, AI can definitely benefit HR/Recruitment functions, helping to save time and contributing to an improved candidate experience, with additional benefits for businesses that fully commit to AI. However, there will be challenges in adopting AI into recruitment processes, and it is likely that some businesses may not realise the full benefit of AI due to resistance from internal stakeholders.

Article Written By – Richard Longstreet (Strategy, Transformation, and Change Consultant)