Recruitment. Robots. A match made in heaven… or hell?
As the recruitment sector continues to evolve, AI has emerged as the frontrunner in streamlining processes, improving efficiency and slashing staffing costs.
But despite all its capabilities, AI cannot (and more importantly, should not) replace the oversight of living, breathing recruitment consultants.
Try as hard as it may, the computer doesn’t possess the market knowledge, cognitive understanding and emotional qualities of a person.
So, how can recruitment agencies like us here at Public Practice Recruitment Ltd find the middle ground between modern, AI-generated processes and trusty, tried-and-true recruitment tactics?
Is it possible to balance AI with human touch?
Should hiring managers and firms within public practice fully embrace the computer?
Let’s talk about it.
AI in Recruitment Today
Keeping up with AI is like tailing a car that’s travelling at lightning speed.
Even at the time you’re reading this article, advancements have probably already been made in the last 24 hours.
At the beginning of the year, Korn Ferry’s Talent Acquisition Report 2024 predicted that 2024 will see AI and recruitment “find harmony”.
Now that we’re nearly ten months into the year, how has said “harmony” been achieved?
A recent study by the Institute of Student Employers has found that the use of AI in recruitment has more than tripled in the last year alone, with around 3 in 10 employers using AI to hire talent in 2023, compared to only 1 in 10 in 2022.
On top of that, Ernst & Young have also found that 90% of large businesses in the UK private sector have implemented AI processes into their recruitment processes.
These AI-assisted hiring strategies include software that…
- Screens CVs, applications and resumes
- Automates candidate shortlisting
- Predicts candidate success using data analytics
- Enhances candidate engagement through chatbots and automated communication
While these tools undoubtedly offer time-saving benefits and help reduce unconscious bias during the interview process, they can never fully replace the deep understanding of industry trends, talent landscapes, and candidate motivations that seasoned recruiters bring to the table.
Want that pay rise? This interview trend may be limiting your chances…
What AI Can’t Copy
It goes without saying that AI tools such as ChatGPT, Gemini and Microsoft Azure bring enormous benefits for recruitment.
But they do fall short of the mark when it comes to replicating what a cognitive being can do.
Market Knowledge and Intuition
AI can process data faster than any human, but it lacks nuanced understanding of market trends, company culture, and long-term talent strategy.
Experienced recruiters possess an intuition that helps them assess candidates beyond what is reflected on paper. AI can analyse skills, but it can’t gauge the cultural fit, passion, or potential of a candidate in the same way a human can.
Building Relationships
Recruitment is not just about connecting the dots by matching skills to job descriptions. It’s about understanding people’s motivations, ambitions, and personalities. AI can’t draw the same connections.
Building relationships with candidates and clients, earning trust, and fostering long-term partnerships are all areas where human recruiters excel.
The reality of AI for auditors is changing. Find out how your public practice career may be affected.
The Ethical Considerations of Using AI in Recruitment
At the beginning of 2024, Forbes conducted an informal survey of six experts with a wealth of AI experience and asked them a simple question…
How, and can AI systems act ethically?
The six experts outlined the following issues:
- Invasions of privacy
- No clear responsibility
- Job displacement
Given the human-centered nature of recruitment, these concerns are incredibly troubling.
We’ve identified some other problems that the rise of AI shadows over the recruitment sector.
Data Bias and Fairness
One of AI’s selling points is its ability to remove human bias from the recruitment process.
But what if the data it’s trained on is inherently biased?
AI systems rely on historical data, which can perpetuate existing inequalities if not carefully monitored. Recruitment professionals must ensure that AI tools are programmed with fairness and inclusivity in mind and that the results are regularly reviewed for unintended bias.
Transparency and Accountability
Another ethical challenge is the transparency of AI decision-making.
Candidates may not understand why they were excluded from consideration or how an AI algorithm assessed their fit for a role. Recruiters must maintain transparency in how AI is used and ensure that human oversight is part of the decision-making process.
The Role of AI in Candidate Experience
AI is also making strides in improving the candidate experience, which has become a crucial differentiator for firms in today’s competitive hiring market.
From chatbots that answer common candidate queries to personalised job recommendations, AI can streamline the application process and provide candidates with a more seamless experience.
Sounds like a good thing, right?
Only to an extent.
You only need to have five minutes of backwards-and-forwards with a chatbot to realise how AI-driven interactions can sometimes feel impersonal. And the whole point of recruitment is that it feels personal.
Candidates might feel disconnected from the process if their questions are answered by a bot, especially when they seek more nuanced guidance. Human recruiters step in to provide the emotional intelligence needed to truly understand a candidate’s concerns, motivations, and career aspirations.
In public practice recruitment, the importance of rapport and trust is magnified.
Candidates appreciate when a recruiter takes the time to understand their career goals and offers tailored advice. It’s the main reason why they choose to go with the recruiter/recruitment agency in the first place.
AI can assist with basic information, but it cannot replicate the sense of connection that human recruiters foster through empathy and understanding.
So… What’s Next?
As AI continues to evolve, its role in recruitment will only grow.
Expected future innovations include technology such as predictive analytics, which could help recruiters forecast long-term hiring needs or assess the future performance of candidates based on historical data patterns.
But no matter how advanced AI becomes, recruitment will always be about people.
The best hiring agencies are those that leverage AI to enhance, rather than replace, the human touch.
And at Public Practice Recruitment Ltd, we pride ourselves on finding that perfect balance.
We leverage the power of AI to handle routine tasks, increase efficiency, and provide valuable data insights. But our experienced recruitment consultants remain at the heart of every decision, ensuring we understand the unique needs of both candidates and clients.
Looking to hire top talent and benefit from our exclusive market insight?
Our team is here to guide you every step of the way. Simply talk us through your recruitment needs today.
