Is AI coming for your job? Part 1: Recruiting

In this six-part series, we'll explore the impact of artificial intelligence on the HR landscape. From recruiting, to performance reviews, coaching, organisational development and beyond, we'll examine how AI and services like ChatGPT are changing the way HR professionals operate - and what the future might hold for the industry.

The HR landscape is constantly evolving, with new technologies and trends emerging all the time. One of the most significant recent developments in HR is the rise of artificial intelligence (AI) and especially chat technologies like the one famously spearheaded by ChatGPT. As AI continues to advance, there are concerns that it could eventually replace many of the traditional roles within HR, including recruiting.

In this article, we'll explore the impact of AI on recruiting, including some of the benefits and drawbacks of deploying AI in this area. We'll also look at the role played by recruitment firms, and how they may be affected by the increasing use of AI in the recruiting process.

1: The role of recruitment firms

As well as acting in their own commercial self-interest, recruitment firms exist to help employers find and hire new employees. They typically offer a range of services, including job posting, candidate sourcing, resume screening, and interview scheduling. Recruitment firms can be particularly useful for companies that are looking to fill specialist roles or that have limited resources for recruiting. But can they be replaced?

One of the main benefits of using recruitment firms is that they have access to a wider pool of candidates than many employers do on their own - especially valuable for companies that are looking to fill roles in specialist fields or that are located in areas with a limited talent pool.

Also, perhaps paradoxically, recruiters act as a screening and filtering buffer where a job posting is inundated with applications (ironically, a problem exacerbated by recruitment processes the candidate has little choice but to adhere to - click Apply and follow instructions).

There are costs associated with using recruitment firms which typically charge a fee for their services, and the fees can be significant. But there can be potential conflicts of interest if the recruitment firm has relationships with certain candidates or if they prioritise filling roles that will generate higher fees. And, personal biases are always potentially in play as recruiters naturally make subjective choices during their interactions with candidates.

2: The impact of AI on recruiting

AI can be used to automate many aspects of the recruiting process, from pre-qualification to shortlisting and even scheduling interviews. By using AI, employers can potentially reduce the time and resources needed to recruit new employees. For example, AI could be used to analyse CVs and identify the most qualified candidates, freeing up HR professionals to focus on more complex tasks.

There potential benefits of using AI in recruiting go beyond mere cost savings. AI can (potentially) help to reduce bias in the recruiting process, as it can be trained to ignore factors like age, gender, and ethnicity when screening candidates (conversely it could also introduce bias, in the absence of due care). Chat technologies will certainly come to the fore as employers strive to ensure that candidates are evaluated fairly and based solely on their qualifications.

Of course, there are also potential drawbacks to relying solely on AI for recruiting. For example, AI may not be able to accurately assess certain aspects of a candidate's fit, such as cultural fit and soft skills.

3: The future of recruiting with AI

The field of recruiting technology is constantly evolving, and new AI tools are emerging all the time. One such trend is the use of chatbots and natural language processing (NLP) to interact with candidates in real-time, providing personalised feedback and answering questions about the recruitment process. This will improve the candidate experience and increase engagement, leading to better outcomes for both candidates and employers. Not so much for recruiters.

Several companies have already successfully implemented AI in their recruiting process, but not always with empathy for the candidate. For example, Unilever has been using AI to screen job applicants since 2017. The company's AI tool analyses video interviews to assess a candidate's facial expressions, tone of voice, and word choice, among other factors, to identify the best fit for a particular role. Unilever reports that this has helped to reduce the recruitment process from four months to four weeks, while increasing the diversity of its hires. On the flip side, many candidates reported that the process feels dystopian, creepy and dehumanising. I found nothing to contra-indicate that the faster process time might be due to fewer humans wanting to be dissected by an all-seeing eye of AI.

Looking to the future, there's a real possibility that fully automated recruiting processes will become a reality. This would involve AI tools handling every aspect of the recruitment process, from identifying potential candidates to conducting interviews and making job offers. While this may seem like a far-off possibility, it's important for HR professionals to be aware of the potential implications of such a development and to begin preparing for it now.

Conclusion:

AI and chat-based interactions built upon it have the potential to significantly impact the recruiting landscape. While there are many potential benefits to using AI in recruiting, such as faster turnaround times and reduced costs, HR professionals must exercise caution to ensure that AI tools are used in a way that enhances human judgment rather than replaces it. The future of recruiting with AI is an exciting and rapidly evolving field, but HR professionals need to stay up-to-date with trends and developments.

Stay with us! In the next article in this series, we'll explore the possible near-future impact of AI on organisational development.