Artificial intelligence (AI), the simulation of human intelligence through software, is one of the promising trends in digitization. In recruiting, too, there are the first AI solutions that promise faster and more precise matching than human resource searches and selection. Read here why this promise is at least questionable.
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Artificial Intelligence In Recruiting
Artificial intelligence (AI) can support recruiting in various ways: Chatbots are used, which – similar to Siri or Alexa – can answer fundamental questions about a position or a company.
In addition, such an assistant can support creating a job advertisement based on all job advertisements on this topic.
And last but not least, applications can be analyzed and rated based on experience with successful employees in the relevant area, including an analysis of the appearance in social media and online.
Even interviews can be conducted by AI technologies, which can be dragged to fitness over the voice, the choice of words or facial expressions, and other features to conclude.
Recruiting departments are increasingly dealing with digital tools to manage unstructured interviews, assessments, personal recommendations, and a lot of data in an effective and structured way. Recently, tools have been pouring onto the market that use AI and data-driven algorithms to facilitate or even take over the search for suitable candidates.
In the age of digital transformation, everyone is talking about AI. So it makes sense to transfer this approach to the topic of IT recruiting as well. Unfortunately, existing tools are still in their infancy and will probably not be the panacea for finding talent in the future.
Analysis Data Is Backwards-Looking
The basis of AI technologies in recruiting is usually based on the attributes of the previous “top performers” in the company or other companies. Then we are looking for applicants who have the same characteristics.
Data analytical approaches are based on previous experience. So if men were more likely to have worked in this job in the past, an algorithm could inadvertently lead to a strengthening of men in the job.
New properties that are supposed to drive innovations that have not yet been recorded in any algorithm are ignored.
Insufficient Data Is Available.
To use comprehensive AI tools in recruiting at all, huge amounts of data and empirical values on positions, companies and the respective employees with all their characteristics and performance evaluations are required.
This hurdle can be overcome in the future. However, it will be some time before the relevant data from companies and employees is available in a wide variety of contexts.
The theme of gut feeling and cultural fair play in recruiting remains a big role, especially since most of our decisions are controlled subconsciously. AI technologies in HR advertise greater fairness and transparency in recruitment, which certainly also offers opportunities.
On the other hand, emotions, team fit and other factors that algorithms cannot fully capture can still be assessed much more efficiently by people.
Data Protection & Discretion
The analysis of an applicant’s qualifications may not be viewed critically. If, however, emotions, facial expressions, profiles in social media and the web, etc., are analyzed – then the question of data protection arises in addition to the likely low acceptance.
Conversely, when it comes to chatbots, the question arises as to whether companies are willing to answer internal company questions to every website visitor via a chatbot.
The initial personal interview, for example, with the headhunter, is much more discreet and only reveals insider information to selected people.
Candidates Find The Use of AI in Recruiting To Be Unappreciative.
We are currently experiencing a candidate market that is determined by applicants, especially in the MINT area. Therefore, one should ask oneself to what extent AI technologies benefit the CANDIDATE.
While chatbots and preselection of application documents still meet with acceptance, the use of AI telephone interviews and personality profiles is rejected by most applicants.
Especially for positions where there are only a few applicants, AI technologies are more likely to deter applicants. If a candidate first has to talk to a machine before a person takes time for him, it feels more like a number in the system than appreciation.
Artificial intelligence is an exciting field that is already partly a reality today in online recruiting and will continue to support human recruiters in their work and make them more efficient in the future. AI tools can be useful additions to a company’s HR.
A preselection of applications or the initial assessment of characteristics of a candidate can provide excellent support and relief for the HR department.
For simple jobs, AI can also be suitable for the initial interview. In the highly specialized field, where the worker drives the market, the human factor will be crucial at a very early stage in attracting a candidate’s interest. The use of AI will only be marginally worthwhile here.
Overall, decision criteria and skills such as sensing talent, cultural fit and knowledge of human nature will hardly be replaced by AI technologies in the foreseeable future.