THE ADVANTAGES AND DRAWBACKS OF USING AI IN RECRUITMENT
• AI Recruitment is a process of using artificial intelligence to identify and select the best candidates for a job. This process can be used to supplement or replace traditional methods of recruiting, such as screening resumes and conducting interviews. • AI Recruitment is a relatively new field and is constantly evolving. The use of AI in recruiting is likely to increase in the future as organizations look for ways to improve the efficiency and effectiveness of their recruiting processes.
Advantages of using AI for Recruitment: 1. 2. 3. 4.
Time-Saving Better Hiring Quality Better Candidate Assessment Improves Candidate Experience
1. Time-Saving: AI software only needs a few seconds to analyze a significant amount of data and provides acceptable results that can be considered by the decision maker. 2. Better Hiring Quality: Recruiters can collect more data on each candidate & evaluate candidates more effectively. AI helps to assess the skills and experience of the candidates using unique algorithms.
3. Better Candidate Assessment:With the help of predictive analytics, you can know about the job-changing behavior of candidates in the future. Relevant candidate information helps you in assessing the right candidate and promotes smart talent acquisition. 4. Improves Candidate Experience: The use of Artificial Intelligence during recruitment allows the applicants to have an equal chance of being chosen. The candidates are selected solely based on their capabilities. It doesn’t matter if it’s remote candidates, disabled candidates, or temporarily unavailable candidates.
Drawbacks of AI in Recruitment: Cons: 1. Issues with accuracy and reliability 2. Too much dependency on certain keywords 3. Lacks nuance of human judgement
1. Issues with accuracy and reliability: AI has come a long way, it is still far from being considered perfect. One of the major faults of applicant tracking system is that it lacks accuracy and reliability as it can easily be confused by formatting options. For example, an applicant might have all the good qualities that a recruiter seeks, but still fail to qualify into the AI’s list due to some unorthodox style of bullet points used in the application or resume.
2. Too much dependency on certain keywords: AI depends very much on certain keywords to scan through their pile of candidates. This can become a loophole for candidates who are familiar with how the system in AI is programmed, where they may include certain keywords that have the potential to trick the system and camouflage them as good fits for various positions, even though they are not.
3. Lacks nuance of human judgement: If a company is looking to diversify its workforce, using an AI in its hiring process may not be the best option. There are candidates out there who have atypical work experience but may still be the best fit for the position based on his or her personality, personal interests, character and work ethics. These are factors that require human judgement. Using an AI in this sense can greatly reduce the diversity in a workforce.
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