A Realist's Guide to AI in Recruitment
Artificial Intelligence applications are multiplying at a tremendous speed, and ‘staying ahead of the curve’ is becoming a desperate scramble.
It is important not to get carried away with the massive publicity surrounding new AI technologies and to be wary of misplaced expectations. AI is currently in the depths of the ‘hype cycle’ of new technologies – offering great promise, but unable to meet the public’s unrealistic, exaggerated expectations. Indeed, huge advancements are to be made in the coming years, but business leaders are warned not to see AI as the elixir that will launch them ahead of all competitors.
Particularly in recruitment, technology can be seen as the panacea that will help companies to regain control over the ever-changing recruiting landscape. The challenge of attracting top-quality candidates at phenomenal speed is establishing recruitment as one of the most competitive industries. In this high-pressure environment, it is easy to be star-struck by the dazzling sale pitches of revolutionary AI solutions.
Let’s step out of this intoxicating marketing rhetoric for a moment and reflect on some forgotten sensible notions.
Let AI do what AI is best at – and capitalise on this.
It is a common misconception that AI possesses generalized cognitive abilities. In reality, the rule with AI technologies is that it deals with one narrow task exceedingly well, but if the conditions of the task change, it will fail. AI in recruitment is not a human replacement but it enables your business to reduce the amount of time spent on mundane tasks, allowing your employees to focus on the complex problems. For example, our CV engineering tool uses a form of AI called Natural Language Processing (NLP) to reformat and optimize candidate CVs using highly developed computer algorithms and machine learning. This lets your employees spend more time building client relationships, preparing candidates for interviews, and finding the perfect match for a job. This is something we feel strongly about at Allsorter – using technology to enhance the human recruiter.
Technology is only as good as the human input.
If AI in recruitment is used in hiring processes and is not carefully monitored, they may reflect, and even amplify human flaws. This happened when Amazon realised that their CV screening computer algorithms were systemically penalising resumes from women. The computer models were based on patterns in resumes submitted to the company over a 10-year period – predominantly from men, reflecting the male dominance across the tech industry. This acts as a cautionary tale and we have taken this onboard. At Allsorter.com, we simply reformat CVs into a standardised format with a uniform aesthetic order to reduce unconscious bias. This way, you know that nothing shifty is going on behind closed doors.
AI technologies are a man-made software tool.
Yes, they are powerful, high-potential tools, but tools just the same. AI in recruitment is not made to replicate the human brain or to make multi-faceted high-level decisions. Harden your resolve against high-adrenaline temptations and take that sensible route. Find the product that will best fit into your current processes. Most importantly – ask yourself, will it help you achieve your business goals in a more efficient and effective way? Because, let’s be frank – if you’re not going to use it cleverly, you’re better off not using it at all.
June 2nd 2019
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