There are mixed reactions regarding using artificial intelligence in the hiring process. AI based job searches are on the rise. Some are glad they have some tasks lifted off their shoulders, while others are afraid that AI may soon replace them entirely with technology. So, what is it about hiring AI that is causing a stir within the HR industry?
Hiring AI
Hiring AI, also known as AI recruitment, uses artificial intelligence technology to automate some of the time-consuming tasks involved in the hiring process. Artificial Intelligence (AI) is the science of training machines to accomplish human-like tasks. In the hiring process, AI takes over some tasks of the recruiter or HR team to improve productivity.
A survey by Eightfold of about 225 US HR professionals that are primarily at the managerial level and above revealed that nearly 82% of them are open to adopting AI tools within the next five years. Most senior HR professionals believe that adding AI technology will significantly improve talent acquisition and retention. In addition, it will help solve common challenges like associated hiring costs, poor candidate experience, and low productivity.
Benefits of AI in recruitment
The most significant impact of AI on recruitment will be increasing the hiring volume without affecting the current size of your recruiting team. In addition, by automating high-volume tasks, recruiters become more efficient in their remaining roles.
Improved quality of hire since AI makes it easy for HR to collect, access, and analyze data used to standardize job matching.
AI eliminates any unconscious bias that may influence your hiring decisions. AI also helps improve the candidate experience by responding swiftly and tracking them through the various hiring stages.
AI Recruiting Companies
Here, we’ll provide examples of AI in recruitment and companies using AI in HR. It can be difficult to facilitate an AI-based job search, but these companies can assist recruiters. These AI recruiting softwares are some of the many talent acquisition tools available. They can reduce AI recruitment bias and save recruiters time and money. Find some of the best AI recruiting tools below:
Loxo
Loxo is the #1 Talent Intelligence Platform and global leader in recruiting software.
Loxo is a horizontally integrated suite of data-driven and AI-powered products designed to manage the full recruitment life cycle through a single system-of-record software platform.
HireVue
This is among the best-known AI recruiting platforms that offer an all-in-one solution. You can conduct pre-hire assessments, video interviews, game-based assessments, coding assessments, and schedule interviews with the HireVue Coordinate.
Mya Systems
This AI recruiting tool has a conversational approach that facilitates streamlining the hiring process for agencies and companies. Mya walks the candidates through the hiring process, from the job search to the onboarding stage.
Hired Score
Companies using this AI in their HR processes can integrate it with other existing systems while upholding compliance and security. The tool uses machine learning to understand how companies hire candidates and then develops unique insights to grade new applicants. It also provides reviews of past candidates and employees for new openings and allows for faster high-volume hiring through a mobile-friendly recruiter platform.
Wade and Wendy
This AI-driven solution can automate tasks in the recruitment processes for both the candidates and recruiters. Wade supports candidates by showing them relevant opportunities for career growth, while Wendy supports recruiters by offloading repetitive tasks to an intelligent assistant.
AI Hiring Discrimination
As with any technology, there are problems with AI in recruitment. Keeping in mind that AI works to replicate human decision-making, it is no surprise that it may sometimes be biased in an attempt to emulate human behavior. For example, AI hiring discrimination happens when you simply automate and replicate past decisions instead of hiring based on a rigorous analysis from the job criteria. AI discrimination examples could be: using zip codes to filter out candidates, or utilizing biased language. In most cases, discriminatory criteria are baked into an algorithmic model in one of the following ways:
Using biased data
Using biased variables such as language
Making biased decisions
As this field grows, AI hiring laws can protect candidates from discrimination.
Disadvantages of AI in Recruitment
AI and recruiting software ethical and legal implications are ample. There are pros and cons of AI in recruitment. These problems may also arise when utilizing AI in employment. We highlight some of the disadvantages you can anticipate when working with AI. As an AI recruiter, it is crucial that you understand the following:
Problems with accuracy and reliability
A significant disadvantage of AI in recruitment is that it does not guarantee absolute accuracy and reliability. It greatly relies on formatting and, therefore, can easily miss out on great candidates simply because they did not format their resumes in a certain way.
Lacks human judgment/Gut Instinct
No matter how advanced AI gets, it cannot replace the human touch. In hiring, you also need to evaluate a candidate based on their soft skills, character, or personality. Since the AI is not intelligent enough to make these human judgments, this can impact the employee diversity rate.
Eventually, AI learns human biases.
Both candidates and HR teams are excited about artificial intelligence and its ability to reduce recruitment biases like gender or race. However, they forget that AI relies heavily on data to make hiring decisions. Moreover, it learns by observing repeat patterns or behaviors and can, over time, pick up human biases when not correctly updated.
It depends on human inputs.
It is said that AI is only as powerful as the person using it. Therefore, it will only be as effective as the directions you give.
Cannot assess tone, personality, and soft skills
Using AI in the employment process means you do not get to assess the candidates’ soft skills during hiring. You can therefore miss out on essential qualities by focusing on resumes alone.
Another challenge will be navigating the AI and recruiting software’s ethical and legal implications. To avoid legal problems, make sure to have correctly trained and experienced individuals responsible for the use of AI. Also, do not solely rely on AI. Use it as one of the tools that facilitate smooth recruitment decisions.
Future of AI in Recruitment
Now that you know the role of artificial intelligence in selection processes, we can look ahead. The future of AI in recruitment is pretty bright. As the hiring process rapidly changes, it becomes necessary for the industry to implement new technologies to make it more effective and efficient. On the other side, talent acquisition jobs are booming. Google searches such as “recruiter jobs near me” and “recruiting jobs” receive more and more hits every day. Recruiters and HR will embrace AI in various hiring stages to save time and money and improve productivity. Staff will spend less time on tedious, repetitive, and lengthy admin tasks and focus on other productive core operations.
Additionally, using artificial intelligence in the selection process will be necessary for the face of a brand. It frees the HR team to focus more on the people side of the hiring process to ensure improved candidate experience. It is also anticipated that the role of the recruiter will change. Instead of reactive backfilling, they can conduct proactive and strategic hiring.
In the long run, recruiters that successfully use algorithmic hiring in practice will save money and time and make the process enjoyable for them and the applicants. Loxo is a global leader in recruitment software that can help you find AI solutions that meet your needs while integrating with other programs in your operations. Schedule a demo here.
