AUTOMATION & A.I. IN RECRUITMENT
In this article you will read about our sourcing specialist Erik’s thoughts on artificial intelligence and automation in recruiting
Diffusion of innovation
With the advent of A.I., we have received yet another thing that will change the playing field for business professionals. Throughout history, we have had similar turning points such as the Industrial Revolution, the introduction of the internet, smartphones, and more. What they have in common is that in the beginning, they feel like something only a few knowledgeable individuals are involved in. The pioneers or the “early adopters.” Before the vast majority of people are forced to adapt.
Chat GPT
Even though A.I. is now a widely accepted term in both society at large and the business world, we are only at the beginning of what is possible and the adaptation required of us as modern citizens. Regardless, no one wants to be the last one to embrace such monumental changes. Until very recently, with the introduction of Large Language Models (LLMs) like ChatGPT and similar technologies, it hasn’t been a natural part of work and personal life for many people. Looking at ChatGPT specifically, it is the fastest-growing application ever, according to Statista.
Already, it is being used extensively for text generation within businesses, such as email correspondence, copy for product descriptions, content for social media, and much more. It can also handle more advanced tasks, such as passing tests at American universities and programming, and with each new iteration, it becomes capable of handling increasingly complex tasks, assuming the user knows what they are looking for and how to structure their questions.
Recruiting & A.I.
Even the recruitment landscape is constantly evolving, and the advent of automation and A.I. is making its presence felt here as well, and it will continue to do so as AI capabilities evolve and product development keeps pace. It may feel unfamiliar and daunting to entrust trust and parts of the process to an industry and profession where humans are so central. If we look at a few steps that now feel natural as part of the process and how the recruitment market functions today, we can see that the process has changed quite a bit over time. Here is an excerpt taken from Hubert’s (a company who developed A.I. for recruiting) article about A.I.:
Bulletin boards & newspapers = Internet job boards
Excel sheets & custom solutions = Applicant tracking systems
Job fairs & in-person relationship building = LinkedIn
Overserved labor demand = Employer branding becomes essential
Non-intrusive recruiting = Social recruiting for passive candidates
Automation already being used today
Today, ATS (Applicant Tracking System) is an integral part of many companies’ recruitment processes. It is an essential tool to easily gain an overview of all candidates involved in a job process, their progress, and the next steps. It is a useful aid when multiple individuals are working in the same processes to track and standardize them. Many of these systems already have built-in automation and integrations with other applications. They can automatically move candidates, send emails, and integrate background checks or reference checks. Already, this can save a significant amount of repetitive and time-consuming work that recruiters deal with daily. It frees up time for recruiters to focus on the tasks that truly contribute to the company, such as meeting and evaluating potential new employees.
To delve deeper into how today’s technology can be used to free up even more time for recruiters, we have screening tools. When we look at the workload of a recruiter today, a significant portion of their time is spent reviewing applications and assessing if a person is suitable for the job at all. This is followed by phone interviews, and depending on the process and position, one or more in-depth interviews and potential work samples. If we can assess initial suitability based on specific criteria without investing our own time, we have much to gain. A.I.-powered screening tools have the ability to go through these stages while providing candidates with a seamless and positive experience. The process is also conducted with less risk of discrimination and bias since a human is not involved. This allows recruiters to have more time to focus on the most vital task—assessing if a candidate fits the position and the workplace. Moreover, these are the aspects of the job as a recruiter that many find the most enjoyable.
What should one consider with A.I. in the recruitment process?
First and foremost it is a tool meant to help. If you have to use a multitude of different systems or consider parameters that are not a natural part of your own process, you will not gain much from it. Review how your process currently looks, how you want it to be in the future, and then determine which parts automation and A.I. can add value to. If it only makes the work more complex and time-consuming, you should not use A.I.
Furthermore, A.I. gives you the opportunity to allocate time to other tasks, as we discussed earlier. This can be particularly beneficial in recruitment when there is significant variation in workload across different months. For instance, if there is a high volume of work during certain periods but lower demand during others, AI can easily scale up the process without the need to increase personnel in the recruitment/HR department temporarily, only to be left with unused capacity during low-demand periods. Additionally, if your organization experiences rapid growth, there will be a need to expand the recruitment efforts, and A.I. can assist in managing large volumes of applications.
Previously, I mentioned that A.I. contributes to a reduced risk of discrimination and biases. This is achieved through a more standardized process where candidates are asked the same questions in all instances when utilizing A.I. tools. It’s worth noting that humans are still responsible for writing the questions and evaluating the candidates in the next stage, upon which A.I. bases its selection. With that being said, human presence is essential, and we have the ability to influence the process. A.I. will act according to our instructions. If, for example, we set a strict requirement of five years of experience, A.I. will interpret it in a black-and-white manner. This could lead to overlooking a candidate who, for instance, has four years of experience but might have been considered by a recruiter when considering the overall picture. A.I. is also a component of the process that requires continuous fine-tuning and evaluation to achieve the best possible results.
To optimize the use of A.I., a significant amount of data is needed for it to perform at its best. If you feel that your own processes don’t generate large amounts of data, there are shortcuts to take. If you work with recruitment agencies, they usually have multiple ongoing processes and accumulated data over time. When using these agencies, you naturally benefit from their data. Another option is to rely on the historical data that the A.I. provider themselves possess through their clients.
Regardless of how far one has come or how much belief one has in A.I.’s role in the professional life, I believe that one will need to adapt to it. I also believe that one should not be afraid that A.I. will replace humans, but it will change the playing field. We will work in different ways than before, and the distribution of our workday will look different. Personally, I see it as a positive development that we will be able to use our workday to focus on the core aspects of our roles and dedicate more time to developing work methods and testing new ideas.
/Erik Lennheimer
Sourcing Specialist
Marketpeople
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