AI and Recruitment – Myth or new big thing

AI in recruitment


A buzz is around since last few years regarding how the Artificial Intelligence (AI) technology is gradually making its footprints in recruitment and hiring industry. While many recruiters are still in dilemma about the role of AI in recruitment, a lot of recruiters have already started to embrace the technology to accelerate their recruitment strategies. No matter which of these two camps you are from, you will agree to the fact that robots are coming and many industries are anticipating their future based on AI technology.

Well, the robots have actually started to enter the market and when we closely see the recruitment industry as a whole, we realize that AI has started to prove its worth here. Artificial Intelligence is setting itself as a revolutionary technology and a game-changer in the recruitment industry, letting employers and recruiters readily find and hire the right fit for the job.

How AI & Recruitment are Interlinked Effectively?

Artificial Intelligence is disrupting the recruitment process and the way recruiters discover and hire the best talent. Artificial Intelligence, usually paired with Machine learning technology, enables HR professionals, especially recruiters, to seamlessly and quickly screen the huge volume of data and make their predictions and decisions faster. In fact, an increasing number of recruiters are harnessing the AI technology to define the job role’s “perfect fit”, surface strong and refined applicants from the talent pool and enhance the capability to fill job roles in a shorter span of time.

AI to Shorten the Hiring & Recruitment Window

Being a recruiter, you must have an idea that how unfilled job roles pose a significant drain on the organization’s productivity. In order to ensure that the right recruitment resources are being used for filling a specific job opening, many recruiters are taking a lesson from the healthcare industry’s survival analysis case, for instance.

In the healthcare industry, the survival analysis is the machine learning technique that evaluates time to an event like patient’s expected time prior to recurrence of his disease or a casualty.  This is a great analogy to recruiting and sourcing. The recruiters take data they have filled for their clients in the past, how long these took, how many applicants, open jobs, details about the organization and job market data from different sources such as CareerBuilder and BLS, to determine how these factors influence the “survival rate” of the open jobs. It is like flipping the coin since the recruiters want their open jobs to close faster, but with the same process. This enables them to set realistic expectations for the clients and assign optimal resources to difficult-to-fill job roles.


The Most Popular AI Myths in Recruitment Industry That are to be Busted

  • The Lose of the Jobs is going to happen

The phrase “automated work procedures” easily leads to the assumption that we are going to lose manual job roles. Most of us instantly link these phrases with unemployment and plant shutdowns in the car industry as an ideal example.

However, the myth is nullified with the fact that recruitment is not a production or manufacturing process and instead of setting out to replace the manpower, the AI developers in recruitment intend to make the recruiters and employers more efficient, letting them use their time in a more productive way.

  • To use AI, you have to be Tech-savvy

One of the common myths is that using the advanced technology like AI needs technical know-how, and more preferably, the IT background. This is a misconception since developers create the AI technology with the explicit purpose of facilitating anyone in the recruitment industry, even those having a little technology caliber or aptitude.

Often the AI-enabled recruitment platforms and tools carry out routine recruitment processes so that the recruiters don’t have to. The AI tools scheduling the calls and interview meetings, and maybe responding to the first-contact emails, really don’t have to be complicated.

  • AI & Humans are Competitors

In general, many recruiters believe that AI is a kind of super-intelligence computer system that can answer just any question and solve any issue. But this is not how it actually works.

AI was made to complement the human efforts.  The picture of the future portrayed by the mainstream media is nothing more than a fantasy of an exaggerated imagination. In reality, the AI developers make machines and create tools for particular tasks and that’s it. For instance, the AI virtual assistant can perform better than you in screening the resumes, but it surely will not have the ability to lead a robot uprising.

  • AI is only for big innovation-oriented organizations

Seeing the autonomous drones and driverless cars, one can easily think that AI is the technology solely designed and developed for the innovation-oriented, industry leading organizations. What many of us don’t see is that organizations use AI mainly for mundane tasks like identifying the user emotion in text or transcribing the audio recordings. The truth is that AI is not just for leading, innovation-seeking businesses, but also for the small scale companies faced with the similar challenges.


The Recruiters Embracing the AI – The “Why” Behind

Till now we have discussed some of the dispelled myths, now we will see how AI technology proves to be an asset for today’s recruiters and employers.

  • AI Brings More Efficiency

To save the most valuable asset of the recruiter, i.e. time, AI takes up the daunting and time-taking tasks, letting recruiter to spend time on more important or urgent tasks.

  • AI Eliminates Biasness

Recruiters, being humans, cannot avoid their biases. It might be like that a recruiter dislikes some words written in the CV or feel unreasonably good about a particular candidate belonging to the same academic institution where the recruiter is from. There might even be subconscious thoughts that the recruiters are, in fact, not aware of.

On the other hand, AI is completely objective and follows the equal opportunity principle for all the applicants irrespective of anything.

  • AI Cultivates Relationships

One of the indirect advantages of AI is that it enables the recruiters to solely focus on their candidates. Cultivating trustworthy relationship between the candidate and the employer is an important element of recruitment. Since AI handles a number of work processes pertaining to recruitment, the recruiters are better able to focus on developing a personal and positive experience for each of their applicants.

  • AI lessens Recruiter’s Workload

Since AI can handle applications, recruiters get enough time to be creative with their own campaigns, focusing more on the job areas they are expert at, for instance.

The Final Thought

Based upon the busted myths we discussed and the role played by the AI technology in the industry proves that AI has made the job of a recruiter much easier, putting recruitment at the core of the business operations. With a number of benefits that AI provides in terms of performing various recruitment tasks, the recruiters are now all set to cultivate a positive and enhanced candidate experience with the organization.