The recruitment industry was one of the first adopters of automation. The sector remains ripe for artificial intelligence and machine learning. Of course, it is the manual nature of many typical hiring processes that has made recruitment and AI appear to be perfect bedfellows.

And they are. But does this mean the death of the recruiter?

How Artificial Intelligence can be used in recruitment

The rise of AI tools in recruitment will undoubtedly mean that some jobs are lost. Having said that, it is just as likely that jobs will simply morph into new ones, as roles shift and adapt. Or that completely new jobs will be created.

As a way of reducing costs and gaining efficiency, AI stands tall. Screening tools can now be used to look at CVs – rather than having several people spend a considerable amount of time reviewing and evaluating them. In an age of real competitiveness, making the candidate experience as streamlined and efficient as possible is really important.

By far the biggest appeal of AI in recruitment to date is its ability to take the burden of relatively admin-based tasks away from employees. This means that their time is free to be spent on doing things that will add genuine value.

The aim should be to take away the admin process and replace it strong relationships that recruiters now have more time to build.

Of course, there is massive potential in being able to profile candidates more effectively through the use of AI. However, the real advantage is the equally massive potential it offers in terms of freeing up people to focus on personalising and building relationships.

In a way, it provides a throwback to the time in the 80s and 90s when recruitment was all about the strength of relationships that could be built with candidates and hiring managers – and, of course, attracting candidates.

Now, recruiters can adopt this type of approach again, but with the added advantage of data-driven information to inform decisions – and some of the most mundane of tasks being taken out of the equation.

AI complements not replaces the recruiter

Recruiters should not feel threatened by the continued rise of artificial intelligence. AI should complement rather than replace. When adopted effectively, AI has the potential to be a superb complement too – by taking away the mundane tasks, the ones that take up time and frustrate away from recruiters.

Instead, recruiters can focus on the actual recruiting, people engagement, onboarding, and so on. That is a fantastic benefit to have.

Put simply, the Artificial Intelligence software enhances processes, but at the end of the day recruitment is about people, so you can’t remove human interaction away from the process entirely – nor would you want to.

AI software will free recruiters up to spend more time on other tasks –but AI will never be able to grasp the culture of an organisation and be able to judge whether a candidate will fit into that culture. You need actual people to do that.

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