Artificial Intelligence (AI) is rapidly changing the way businesses operate and the recruitment industry is no exception.
In recent years, we have seen an increasing number of companies adopt AI-powered technologies to assist in the recruitment process.
According to a report by Deloitte, 72% of companies are already using or planning to use AI in their recruitment processes. (Deloitte, "AI in the workforce: The future of work" - 2019).
From resume screening and initial interviews to identifying the best candidates, AI is making the hiring process more efficient and effective. But what can we expect from AI in the recruitment industry in the future? To get some insight, who better to ask than Artificial Intelligence.
Here’s what the AI had to say: (Text in italics was generated by Artificial Intelligence)
AI has the potential to revolutionise the recruitment industry. By automating and streamlining many of the labor-intensive tasks associated with hiring, AI can make it easier for companies to find the best talent for their needs. Here are some of the applications we can expect to see:
Saving time through automating manual tasks
AI can reduce the amount of manual work involved in recruiting by automating processes such as screening resumes, scheduling interviews, and conducting background checks. This will save recruiters time, while still ensuring that only qualified candidates are brought on board.
Eliminate bias in the hiring process
AI can help reduce bias in recruitment by using algorithms to analyze candidate CVs without any human biases. The algorithm can identify and extract key information from resumes, such as job titles, skills, and experience, and match them to the requirements of a specific job description. This can help to eliminate human bias in the initial screening process, such as discrimination based on gender, race, or age, by focusing on the qualifications and skills required for the job.
AI can also help recruiters to be more aware of their own biases, by providing data-driven insights that can support objective decision making. This can be done by running a report on the recruitment process, which can reveal patterns of bias and how they affect the recruitment outcome.
Personalisation in job descriptions to specific job seekers
Additionally, AI can create personalized job postings tailored to attracting specific job seekers. Additionally, AI can also be trained to identify and eliminate bias in job descriptions. For example, it can detect and flag language that could be considered gendered or discriminatory, and suggest more inclusive language.
It's worth noting that AI systems are only as unbiased as the data they are trained on, and the algorithms that are used to analyze the data. Therefore, it's crucial to have a diverse and representative dataset, and to continuously monitor the algorithms.
Measure and predict a candidate’s future job performance
AI can also be used to measure and predict performance on different job roles. AI algorithms can be trained on data from past hires to determine which characteristics make someone a successful employee in a certain role. This information can then be used to identify suitable candidates quickly and accurately. Using AI-driven systems to evaluate potential employees can prevent bias from affecting decisions during the recruitment process.
Improve candidate experience
Finally, AI can help employers create better candidate experiences through predictive analytics—using insights into candidate behavior to refine hiring processes or design workplace policies that will benefit employees over time. AI tools like sentiment analysis or communication tracking are already being used by some organizations to boost engagement and satisfaction among candidates and employees, leading to a more productive workforce overall.
There you have it. It looks like Artificial Intelligence has already developed a good idea of how it will be changing recruitment in the next few years. We’ll just have to wait and see how accurate it’s predictions prove to be.
