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Artificial intelligence (AI) has not only revolutionized the hiring process by making hiring easier but it's also automated many tasks that don't require a human touch, which gives applicants a better candidate experience (CX). Well, at least if you're using Pillar's interview intelligence (shameless plug- haha).
However, not everyone feels this way about AI hiring tools- and as a solutions provider, we'd be remiss if we didn't address some of the challenges and perceptions around artificial intelligence in the hiring process. Make no mistake, there are pros and cons to using AI in recruitment. In this section, we'll take a closer look at the benefits and drawbacks of AI in hiring.
Pros of AI in Recruitment:
- Speed and Efficiency: One of the biggest advantages of using AI in recruitment is its speed and efficiency. AI can quickly sift through thousands of resumes and job applications, identifying top candidates based on specific criteria set by the recruiter.
- Reducing Bias: AI in recruitment has the potential to reduce unconscious bias, which can often lead to discriminatory hiring practices. By removing human involvement in the initial screening process, AI can help ensure that candidates are solely evaluated based on their skills and qualifications.
- Improved Candidate Experience: As mentioned earlier, AI in recruitment can improve the overall candidate experience by providing quicker responses and streamlining the application process. This can lead to a more positive perception of your company and increase the chances of attracting top talent.
- Cost Savings: Implementing AI in recruitment can also lead to cost savings for companies. By automating tasks and reducing time-to-hire, organizations can save money on recruitment costs and improve their bottom line.
But there are also cons.
Cons of AI in Recruitment:
- Technical Issues: Like any technology, AI is not perfect and can have technical issues that could potentially lead to errors in the hiring process. This is why it's important for companies to thoroughly test and monitor their AI systems to ensure accuracy.
- Lack of Human Touch: While AI can automate many tasks, it lacks the human touch that can be crucial in evaluating soft skills and cultural fit. It's important for companies to still have human involvement in the hiring process, especially during interviews.
- Data Bias: AI algorithms are only as good as the data they're trained on. If there is bias in the data being used, it can result in biased hiring decisions. Companies must ensure that their AI systems are using diverse and unbiased data sets.
Recently, companies like Google have scrapped old algorithms, and begun the process of rebuilding their AI hiring tools. The reason for this is that data biases showed patterns of discrimination in the hiring process - which is unacceptable for the modern inclusive world in which we live.
The purpose of this article is to give you a great basis for choosing the right AI hiring tools to streamline your interview process.
Many platforms in today's market are labeled as "artificial intelligence," but a more precise description for most of these solutions would be "automated machine learning." That's because AI is a broad term that covers everything from simple decision-tree systems, all the way to advanced deep learning algorithms. That said, these tools are making life easier for HR and recruitment teams by automating and simplifying tasks, outreach, scheduling workflows, candidate scoring, and more.
How to use AI in recruitment:
So what does AI look like in recruitment? Here are some examples of how companies are currently using the best AI recruiting tools:
- Resume Screening: As mentioned earlier, AI can quickly scan through resumes and job applications, identifying top candidates based on specific criteria set by the recruiter. This saves a significant amount of time and effort for HR teams.
- Chatbots: Many companies are now using chatbots powered by AI to interact with candidates throughout the hiring process. These chatbots can answer frequently asked questions, schedule interviews, and even conduct initial screenings.
- Video Interviews: AI-powered video interview intelligence platforms use natural language processing (NLP) to analyze and assess a candidate's responses, helping recruiters identify top candidates quickly.
- Predictive Analytics: AI can also be used to predict which candidates are most likely to succeed in a particular role based on their past performance and qualifications.
In truth, the possibilities for AI in recruitment are endless, and as technology continues to advance, we can expect even more development in the space. AI recruitment examples showcase that there are many benefits from time and cost savings to better employee performance and lower employee turnover.
The benefits of AI in recruitment:
- Time and Cost Savings: As mentioned earlier, AI can significantly reduce the time and cost associated with recruitment.
- More Objective Hiring Decisions: By removing human bias from the initial screening process, AI can help ensure that candidates are evaluated solely based on their qualifications.
- Improved Quality of Hires: With AI's ability to predict which candidates are most likely to succeed in a specific role, organizations can make better hiring decisions.
- Automation: HR teams can spend up to 1 hour scheduling a single interview. With AI, this process can be automated, freeing up valuable time for recruiters to focus on more important tasks.
Overall, it's clear that AI software examples will continue to revolutionize the recruitment process and streamline hiring from end to end.
As we mentioned briefly in the first section, no conversation on AI recruitment software would be complete without AI bias. In reality, I believe that the term AI bias is a misnomer. Instead, I believe that we should call it human bias carried out by technology. You see, AI doesn't have feelings - not yet at least. It doesn't care about your age, religion, the color of your skin, how many days per week you work, or even your company for that matter. AI only does what it's programmed to do. It only learns what you tell it to.
So if you're setting a baseline of diversity and inclusion, it will follow your instructions. If you're not, it will continue to learn from historical data that may be biased. This is why companies must set diverse and inclusive parameters when training their AI systems. If you're using AI recruiting platforms, it's also essential to continuously evaluate and monitor AI systems for any potential biases and take corrective action if necessary.
Pillar was started on the foundation of DEI Impact, we built our AI on diversity, and that's why our platform doesn't see race, gender, or other personal attributes the same as other solutions in the market. Instead, we focus on the candidate's skills and qualifications, ensuring that every candidate has an equal opportunity to be considered for a role. Scoring candidates without consideration for personal traits gives us an edge against modern tools that haven't been programmed this way - and it shows.
One of our customers increased diversity hiring by over 59% last year. How? Simple- they set a goal and used our solution to achieve it. If you'd like to read more, check out "How to Build Highly Effective Diverse Teams."
In this article, we've talked about how to use AI in recruitment, and just a few of the benefits of AI recruiting tools, but you may be wondering, "What's the future of AI in recruitment?" As technology continues to advance, we can expect even more significant developments in this space. Some potential future applications of AI in recruitment may include:
- Personalized Job Recommendations: With AI's ability to analyze vast amounts of data, it could recommend personalized job opportunities for candidates based on their skills and interests.
- Virtual Reality Assessments: VR assessments powered by AI could provide a more realistic and immersive way for candidates to demonstrate their skills in a simulated work environment.
- Gamification: Work may feel more like play in the future. AI-powered gamification could be used to change the way we work in the future. This would make work feel more fun.
- Automation: As AI continues to become more advanced, we can expect even more automation in the recruitment process, from initial screening to onboarding.
As you can see, AI is the next frontier of innovation. Not only has it already transformed the recruitment process in many ways, but with around 300 AI tools in the current marketplace, it will continue to shift and reshape how we view hiring. With continued advancements in technology, we can only expect it to become more prevalent as time marches on. As companies continue to prioritize diversity and inclusion in their hiring practices, it's essential for AI recruiting tools to be designed and used responsibly to avoid any potential biases. The future of AI in recruitment is undoubtedly exciting, and we're excited to play our part.
If you're new to AI recruiting tools, reach out to someone on our team. We'd love to walk you through how Pillar's interview intelligence can save your team time, and money, and get better results. Book your demo today to see more.