Intro to article
Technological progress in today’s society has reached unprecedented levels; the World Wide Web did not even exist thirty years ago, while smartphones as we know them today have barely been around for a decade. Now, an even more sophisticated tool is at the forefront of changing the way we live – Artificial Intelligence (AI).
McKinsey’s Global Institute model predicts that approximately 70 percent of companies will adopt some form of AI by 2030, and that countries which are able to establish themselves as AI leaders could capture up to 20 to 25 percent more economic benefits than current levels. In recent years, one particular use of AI has become a point of contention – the use of AI in recruitment.
AI in Recruitment – What Does it Entail?
AI has been said to be the future of many things – and recruitment is no exception. Recently, HR professionals have been increasingly looking at AI to automate and optimize the recruiting workflow, which has allowed recruiters to focus their time on more value-adding tasks. Below are just a few examples of how AI in recruitment has increased efficiencies and led to better job matches.
- CV screening: Based on factors including the skills and experience required, AI may be used to efficiently sort and select candidates based on their CVs. This has meant more efficient talent sourcing and matching, and the rediscovery of talent from past applications.
- Improving the candidate experience: AI can be programmed to provide real-time feedback to candidates, thereby reducing recruiters’ workloads and minimizing candidate frustration.
- Removing implicit biases: Purported to rid hiring practices of human biases, AI has been said to be able to focus solely on the skills and experiences of candidates, thereby supporting a more diverse workforce.
“Even the most sophisticated software in the world would not be able to learn the human instinct a HR professional might have for the right candidate.”
However, as alluring as it may seem to use AI in recruitment, it is important to recognize its potential pitfalls. In the oft-cited example of Amazon, who unintentionally built an AI recruitment software which discriminated against women, it is clear that as good-intentioned as these AI program may be, there are also dangers to using AI to hire employees, who are the backbone of any company. These include:
- Overlooking atypical qualities and experiences: Should AI prioritize a candidate who has taken on multiple responsibilities in a lesser-known company, or one who has interned at a Fortune 500 company?
- Program limitations: AI software is not written by itself; a program may only be as good as it has been programmed to be, and understand as many scenarios as it has been taught.
- Learning human biases: As in the case of Amazon, machines can learn the implicit biases of humans and amplify them in every decision that it makes.
