Does the growth of AI herald the end of the line for recruiters?

Shane McGourty, Director at AdView, discusses what the future holds for recruiters as AI and tech disrupt traditional recruitment practices

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It’s no secret that AI is well and truly on the rise.  I’ve increasingly heard many skilled recruiters ask: ‘could my job be replaced by a robot?’

I’ve heard some recruitment professionals argue that we should oppose tech because our profession is under threat – but change is coming anyway.

Recent research into HR and recruitment found that 70% of HR managers believe that recruitment processes need to be more data-driven. Technological advances in the industry mean that the obvious solution to this problem is simply to increase the use of artificial intelligence (AI) and hi-tech solutions within the recruitment sector.

Some of our peers argue that this will put jobs at risk – however, I believe we should embrace change, because it will create new roles and opportunities within the sector.

At AdView, we’re expecting AI to transform the industry in three ways:

 

1. AI can be used to discreetly spot and follow job hunters’ trends and patterns

AI’s role doesn’t just begin at the initial candidate screening stage, it comes in one step before that. Through the use of algorithms and analysing data, AI is able to pick up on active job seekers’ behaviour.

If someone is spending a significant amount of time searching for ‘marketing jobs’ on a job board site, AI software will learn this behaviour and target the user with similar and relevant marketing jobs. AI technology also has the ability to reach and target those who may not even be actively searching for a new job; the software can go as far as analysing data from social media to know when someone might be leaving their current job or looking to change career.

Staying on top of trends and patterns is a timely process for recruiters and AI significantly can reduce this manual investment. Recruiters are able to follow up with candidates through phone calls and emails, but this can often get tiresome. Recruiters aren’t able to keep track of candidates’ behaviour patterns as discreetly as AI can (apart from stalking LinkedIn and Twitter profiles); they have to keep in contact directly, but is this appreciated by candidates?

 

2. AI will be able to reach a wider pool of talented and suitable potential candidates

AI has the ability to dive deeper into the candidate search than a human can manually. You can tell a lot about a person’s attitudes, interests and beliefs according to their social media, and AI technology has the power to analyse a variety of words in a candidate’s social media posts, making it an effective way of narrowing down the talent pool in the early stages of recruitment. The candidate screen time can be done more time efficiently by AI than by humans, meaning recruiters’ time could be spent on more worthwhile and valuable tasks.

The use of AI in the candidate search process also reduces the chances of unconscious bias on the recruiters behalf. Instead, AI will allow recruiters to focus on the potential applicant’s skill set which means the most talented individuals are able to shine through.

 

3. AI will improve job candidate experience

The job search and application can be painfully long for job candidates. This is often the case for those applying to businesses or through recruitment agencies with a slow and inefficient process.

Whilst it is important for companies to feel like they are hiring the right person for a job role, it’s equally as important for the candidate to feel impressed by the business. If it takes two weeks to find out they’ve got through the initial screening process, another two weeks to schedule an interview and a further three weeks to find out whether they’ve got the job or not, they aren’t going to be impressed – especially if they haven’t got the job.

In fact, in that time they may have even talked themselves out of wanting the job!  AI can reduce processing time and ensure the candidate experience is positive so they don’t become disengaged.

In a recent survey by Software Advice, 41% of jobs seekers said that their candidate experience has been significantly worsened by being unable to contact a recruiter. Chatbot software, such as Mya, allows applications to be reviewed for the mandatory criteria within in a matter of minutes, then the bot can immediately let the candidate know whether they are on to the next stage of the recruitment process.

Considering how many CVs and applications recruiters receive, it is virtually impossible for them to give feedback to a candidate in this short amount of time. This technology means that neither recruiter or candidate will be spending a considerable amount of time waiting to be contacted.

We’ve already seen Google introduce Cloud Jobs API, which aims to improve the recruitment process by matching “job seeker preferences with relevant job listings based on sophisticated classifications and relational models.” We’re expecting to see more companies follow suit.

 

So, will recruiters be completely replaced by AI?

With the level of depth and efficiency AI is able to contribute to the recruitment industry, it’s likely that recruiters will find themselves relying on AI more and more, and we’d be naive if we didn’t expect some low-level functions to be replaced by tech.   I would, however, argue this shouldn’t be seen as a negative impact of AI.

While some candidate skills can be assessed by AI, the role of a human and their ability to experience emotion and assess character is vital to the recruitment process.  This will never be fully replaced by AI.  In fact, the technology will take over the low-level admin aspects of a recruiter’s role and make them more efficient – leaving recruitment professionals free to focus on their ‘soft skills’.  I’d argue this places a higher value on the human aspect of recruitment.

For more information on the impact of AI in the recruitment industry, visit: https://adview.online/

Author: Editorial Team

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