Recruitment is a human-based job and AI is too methodical and linear to be able to assess the suitability of human beings to certain jobs.
There have been talks about the effect of artificial intelligence on the recruitment landscape. According to a 2018 LinkedIn survey, only 14 percent of recruiters and talent acquisition professionals are concerned about being replaced by artificial intelligence and technology. Opinions are conflicting about the effect on AI on our jobs and on recruitment but for all we know that many jobs that do not exist today, will exist in 2030.
In order to gauge how ineffective AI is when it comes to recruitment, let's first take a look at what technology is able to do so far:
Arya sources candidates and gauges interest
Pocketresourcer promises to help achieve a higher interview to placement ratio
Paradox Olivia helps schedules interviews between candidates and hiring managers
Mya sends out relevant questions and collects answers from candidates
While these technologies might help with screening, scheduling and robotic conversations, there are many elements that cannot be covered by AI. Below are six reasons why artificial intelligence will never be able to replace recruiters.
Personal interactions can be as important as the job being offered on so many levels. It can be the number one factor to a candidate when he or she are trying to choose between different offers. Emotional intelligence, empathy and the human element can never be mimicked by AI. Moreover, recruiters go a long way when they are trying to set up their candidates for success.
First of all, let us define passive candidates and active candidates for the purpose of clarifying this point. A passive candidate is someone who can be considered for a job but is not actively looking. Active candidates submit applications to hiring managers, human resources departments or are actively looking for a job. While AI might be able to provide a platform where active candidates can provide CVs, there is no way they can engage with passive candidates. The only thing that robots do to assess CVs by going through certain keywords and if someone adds the same keyword more than once, they are more likely to appear higher on the list of potential candidates. The latter makes AI inefficient when it comes to resourcing candidates.
Through personal relationships, connections and human interactions, recruiters can be able to connect with passive candidates and even with potential hires who are not present on the internet. Moreover, CVs are way too linear to be assessed by robots. Sometimes the best candidates are unavailable. Their commitment to their current job and loyalty to their employer do not allow them to submit their CVs online or show interest in getting a new job and consequently, AI will not be able to identify these candidates due to their online unavailability.
Unlike technology, human recruiters will be able to have a conversation with the candidates, advising them on why they should or should not accept an offer. In certain occasions, companies get the help of a recruiter in order to clear their bad reputation. A human headhunter, unlike AI has the ability to manage a poor reputation and clear the image of organisations looking to hire. On the other hand, the best thing an AI can do in terms of selling is use growth hacking techniques to sell a job to a candidate. They can trick candidates by posting non-existing jobs with low salaries amidst an actual job to drive them to pick an offer that might not be of their suitability.
AI will never be able to fully assess the concept of corporate culture and how a candidate will be able to fit within an organisation. It is ultimately that one to one interview that helps the recruiter understand the values and culture that the potential candidate can fit in. Such an abstract and complex concept such as culture cannot be comprehended by technology. Even though AI might be able to analyse an organisation’s culture by going through their website or Wikipedia page, they will not be able to understand the personality of potential candidates by scanning through their social media accounts. Information available on digital platforms cannot be utilised to understand whether the employees’ beliefs and behaviours are in alignment with their employer’s core values and the company’s culture.
Recruitment cannot be done using a “one-size fits all” approach. Each client needs a recruitment partner who can cater to their specific needs. Bespoke services do not stop at recruiting only as a consultative approach is also required. At many times, organisations do not completely understand what do they need in order to fill the talent gap in their business. Recruiters can provide their experience to consult businesses on the roles they need for their success and the appropriate skill-sets required to fill that role.
Interview questions go deeper than anyone can imagine. Assessing interpersonal skills is a must as they affect how an employee can communicate with their managers, work with their team, leadership skills and how they can communicate with customers or clients. Having a chat with candidates can uncover many aspects of a candidate’s personality that an AI cannot possibly do.
The human touch is something that a computer will never be able to acquire or replace. Recruitment is a human-based job and AI is too methodical and linear to be able to assess the suitability of human beings to certain jobs.
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