From voice assistants to self-driving cars, artificial intelligence is progressively becoming a part of our everyday lives. When we watch science fiction movies, we see AI as robots possessing human-like characteristics. You can find Artificial Intelligence in everything– from Google’s search engine to IBM’s Watson to autonomous weapons.
What Is Artificial Intelligence?
A technology designed to mimic human operations is called Artificial intelligence, or AI, at its most basic. The AI that we have been using these days isn’t about replicating the human brain and putting it in a computer chip. Its human part is all about the output that we get. Different types of software that use artificial intelligence try to make the user experience as humanly as possible – trying to take it to the point of the human learning curve.
Just like humans, AI systems are not developed perfectly. These systems gradually learn and adapt – just like humans learn progressively and adapt. They take in the information, process it, and store it for future reference.
Let’s understand this through an example. When a young child touches a hot stove, his brain registers the pain associated with it. This helps him remember not to do that again in the future. Artificial intelligence is not much different.
Our key focus in this article would be on how AI affects the recruitment world – for the better.
Artificial Intelligence and the Recruitment Process
Over a few years, companies have been taking advantage of AI to enhance their hiring process. It has impacted the way new talent is discovered, reviewed, and also interviewed.
You might wonder how AI can change the recruitment process for the better. Let’s use Tim Urban’s striking method of visualizing efficiency:
Assuming that most people take 7 to 8 hours of sleep, Urban theorizes that each person has roughly 1,000 every day to ‘spend.’
As per Undercover Recruiter, AI is likely to substitute 16% of the HR jobs in the coming 10 years. This does not mean it will take away the job; instead, it will ease the recruitment process.
Without any further ado, let’s get started.
8 Ways Artificial Intelligence is Changing Job Search
1. Filtered and Targeted Searches
A majority of the recruitment agencies use pre-set filters to narrow down potential candidates’ list based on their qualifications, skills, and generic experience terms. Though this automatic filtering has reduced recruiters’ workload,s it may also lead to many excellent candidates’ slipping.
However, AI is not just confined to recruitment filtering. Let’s understand this through an example. Do you sometimes feel that you are being watched? Did you chat about a new pair of headphones and see ads on it on your social media? This is AI into action.
AI is being used to target people who have been looking for jobs. Not only that, but it also targets those who have shared a thought about jobs on their social media handles.
2. Gain Transparency into Why You Are a Perfect Fit
Job descriptions are often confusing and long. Job seekers have to spend extra time and effort to find jobs by titles, descriptions, or seniority and choose which jobs are relevant enough to apply to.
Certain jobs post more than 10 requirements, and you wonder, “Oh, I meet 8 of them…will I be a good fit for this job? Did the previous person at this role possess all of them?”
AI can help answer your queries transparently.
AI will tell you why you are a perfect fit for this job to understand the alignments without much guesswork. This will, in turn, help you in applying for open roles with better confidence and understanding.
When you create your online job profile that clearly represents your skills and experiences, artificial intelligence will definitely identify your potential and give you a clearer picture of why you are a good match for different job profiles.
3. Reducing Unconscious Bias
Humans tend to make decisions based on what they believe, experience, and feelings. The recruitment area is no different. There is bias in even the words we choose.
According to research, job descriptions having words like ‘support’ or ‘understanding’ are biased towards women, whereas words such as ‘competitive’ or ‘lead’ are biased towards men.
A majority of the recruiters tend to decide based on what university a candidate went to, where they are from, or even their cultural background.
AI has helped reduce this bias to a great extent. However, it can only be successful when the programs are developed carefully. Machine learning algorithms can give biased outcomes depending on the people who programmed them and the dataset they fed in.
If you have an amazing idea to implement in your business, you can contact an artificial intelligence development company to bring your idea into reality.
4. Interview with Chatbots
As of now, the interviews are conducted by humans for recruiting new talent. However, robots are gradually taking over this pre-screening process. Various corporates such as Unilever have already begun using AI-powered software to automate their preliminary interviews with the potential job seekers via webcam.
During such an interview, the chatbot asks several questions and captures the candidate’s breathing patterns, eye moments, etc. It then uses this captured data to analyze a candidate’s behavior to see whether they are capable of a particular role or not.
5. Recruiters Will Have Better Access to the Candidate’s Data
During recruitment, recruiters used to come across candidates for a great job but could not grab the job. The information of such candidates used to get deleted or lost with the rest of the non-starters. Recruiters found it extremely difficult to follow up with promising candidates from other job searches.
However, with the implementation of AI, this process can get easier. Once a candidate’s data is fed into the system, AI can pull them up whenever a position matches their skills, even if they are employed elsewhere and are not actively looking for jobs.
A majority of the people who have online job profiles are often passively looking for a job at any point in point. AI can use its strong sense to identify the talented people out there and help covert the talent pool into hires through its predictive analysis.
6. Hiring Remote Workers
In this coronavirus pandemic, work from home has been the need of the hour. Amid this situation, companies sometimes don’t have a choice but to go for remote workers. Well, there are a couple of other reasons for this and the non-availability of suitable candidates in the area of business. Or, maybe, the candidate prefers a remote work job. If you cannot provide the option of remote work to them, they may work for a competitor.
Whatever may be the case, having remote workers for their organization is a reality already.
However, when it comes to hiring remote workers, companies face a couple of difficulties. The challenge becomes even greater when the recruitment process also needs to take place remotely.
However, with the help of AI-driven tools, recruiters can hire remote workers for their organization.
For example, with the help of tools such as a pre-employment assessment tool, recruiters can analyze a candidate’s personality, skills, and whether they are a good fit for the organization.
If you plan to conduct a video interview, you can combine it with a hint of AI to assess the candidates.
7. AI Can Be Used to Vet Characters
As we discussed just now, how remote working is becoming popular, AI can help vet candidates ensure they are trustworthy. There are specific AI tools that can help to identify potential threats while hiring a person who will work remotely.
Such tools will help the recruiter assess the candidate’s honesty and ethics and be a good fit for the company.
These tools have proven extremely beneficial for service companies such as Lyft, Airbnb, and Uber.
8. Artificial Intelligence Can Make Onboarding Easier
Businesses may not have noticed, but artificial intelligence can play a key role in onboarding new starters. This feature is significant for offering new acquisitions with the information they need to make their professional lives simpler.
These artificial intelligence systems can offer new employees with answers whenever they have options. It may be queries related to sign up for health insurance, where the conference room is, or an immediate response without calling or emailing the HR. These AI-systems can act as a central point to access the kind of information every newbie will need – thereby reducing confusion.
A company must give such tools to the new hires throughout the onboarding process. It will help HR to connect with them in more meaningful ways rather than giving directions to the conference room.
AI will definitely help in saving the company’s HR department time. The saved time can be used for other complicated issues that demand human intelligence – traits AI can’t cope with. However, businesses are yet to unveil the benefits of Artificial Intelligence in the onboarding stage of the talent acquisition process.
Policies for Implementing AI in the Recruitment Process
No organization can allow artificial intelligence to take over the hiring process completely. Every company has the power to control the extent to which AI will be involved in the recruitment process.
Factors such as transparency, fairness, and accountability are the key reasons for adopting AI in recruitment. However, companies must develop strong and ethical policies so that AI can assist humans in making fair decisions.
What Could Be the Potential Pitfalls?
No wonder, if correctly used, artificial intelligence can completely transform the recruitment sector. However, the recruiters need to be a little beware of the potential pitfalls.
Artificial intelligence in recruitment will detect certain subtleties in a candidate’s behavior during a video interview. But how would the system see that the candidate’s body language is not normal because he is nervous and not cheating? Human beings possess certain qualities like empathy, and contextual understanding are still impossible for robots and AI to copy. This could lead to losing a potential candidate.
Well, there are undoubtedly other similar situations that may trick the AI system. An AI-recruitment tool will find candidates with the desired skills based on a keyword search. But there are chances of it missing that the same applicant has changed jobs five times in a year?
There are a couple of other such situations that may arise due to using AI-driven solutions in the recruitment domain. There is still a long way to completely rely on artificial intelligence for hiring talent for your company. Nevertheless, it is definitely helping the HR team to identify potential employees for the company.
Artificial intelligence is becoming a powerful tool for both recruiters as well as job seekers. Read here to find out amazing AI tools that can enhance your mobile application. It has drastically changed the way the hiring process is conducted. Keeping the changing trend in mind, it is important to be familiar with how this technology can have to be best prepared for your next job search.
Undoubtedly, AI cannot replace human judgment or efforts, but combining the two will boost the hiring process while enhancing talent acquisition quality.