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By Sue Weekes

While we are still very much at the dawn of the use of artifi cial intelligence (AI) in recruitment, both application developers and recruiters are already starting to realise the huge potential the technology off ers. And it isn’t just about using AI to more intelligently match candidates to jobs, it is even being used to tackle issues such as wellbeing and mental health (see Case study 2).

Th e application of AI, in which machines simulate human intelligence and actions, is also laced with controversy. Replacing a recruiter with a machine will naturally raise concerns in the profession but there are also ethical and data privacy concerns. Recruiters need to be aware that the area will increasingly be bound by regulation with the European Commission’s recently released draft legislation including fi nes for non-compliance.

Amid the discussion around its use though, one thing is certain: it is impossible to stop its march, and those recruiters who understand both its potential, and the warnings that come with it, will be the ones best placed to realise its benefi ts.

IN RECRUITMENT