With a solid two-thirds of HR professionals believing that artificial intelligence (AI) has a positive impact on recruitment, it can be easy to assume that the future of AI in recruiting is a personless endeavor. But the reality is quite the contrary.
AI is, indeed, a powerful ally, but it’s not here to replace the human touch that defines great recruitment. AI recruiting strategies need to blend technological efficiency with human intuition to create a hiring process that’s smarter, faster, and more equitable.
On that note, let’s dive into what the future of recruiting looks like and how you can leverage it.
How Artificial Intelligence Fits Into Modern Recruiting
AI is already transforming how companies find and hire talent. Some of the current top use cases for the technology include the following:
- Sourcing candidates
- Screening resumes
- Identifying top applicants
- Automating redundant tasks
With the right approach, you’ll no longer have to manually review and score resumes; instead, you can use AI to narrow the field to a few of the most promising applicants and devote your energy to evaluating them. In other words, you can use AI to hire faster, thus freeing up your team to spend more time interacting with top candidates.
AI is also capable of reducing your hiring and recruiting costs. You can evaluate a broader candidate pool with fewer labor hours, which leads to direct savings. Additionally, you can find better candidates, which reduces the risk of mishires and can curb turnover as well.
The Human Element Remains Essential
There’s no denying that AI will replace humans in some aspects of the hiring process. However, it’s not going to eliminate your role in hiring and recruiting. AI can’t replicate your judgment or your understanding of what the business needs. Furthermore, humans are uniquely equipped to assess cultural fit, interpret body language, and understand a candidate’s motivations.
With all of that in mind, and before implementing AI, it’s best to evaluate your current hiring and recruiting processes to determine which steps would be better handled by AI and which tasks will still need to be performed by an experienced recruiter. Think about it: A candidate’s passion or potential often shines through in a conversation, even if it’s not visible as a data point, so a balanced approach is always best.
Challenges to Watch
AI isn’t without its pitfalls. For one, it’s important to recognize that AI, given its overreliance on algorithms, can overlook non-traditional candidates or perpetuate biases embedded in training data. Its models are only as good as the data they are trained on, so if they are trained on large sets of equitable data, they will yield better results (and vice versa).
Additionally, you’ll need to implement a system of checks and balances to keep your AI recruiting tools from going off the rails. Never assume that the insights your AI tools yield are accurate or trustworthy. Always verify them, especially early on.
Another concern is change resistance. Your recruitment team may be hesitant to embrace AI tools due to fears that it could impact their job stability. Be upfront about your intentions to use AI and reiterate that it is a tool for making recruiters more productive, not replacing them.
Striking the Right Balance
Your business should absolutely explore ways to use AI to support its recruitment efforts, but above all, balance is vital. You must find ways to integrate AI into your HR workflows while preserving the human element. When you combine a skilled recruiting team with robust tools, you’ll create a strong hiring funnel that helps your business meet its talent needs.
Blaze a Path Forward With AssetHR
As you prepare to build a better talent pipeline by combining AI, proven best practices, and modern recruiting strategies, consider turning to AssetHR. Our team specializes in helping businesses find, hire, and keep talent. Schedule a consultation with us today to learn more about our suite of HR solutions.