Whilst the recruitment industry has defended its use of Artificial Intelligence (AI), the sector could be in danger of losing its human touch.
A recent report told how a graduate recently applied for 60 jobs, securing around 16 interviews – yet he never met one of his potential employers!
“They were all video-based screening interviews – I didn’t even meet my potential employers,” ‘Peter’ told the BBC during a recent interview. “There was no way to tell if I’d impressed them with my answers or experience as there was no human interaction.”
Rejection letters – or rather the lack of them – was also a cause for concern.
“Only 10% of potential employers have given me detailed feedback,” he said. “As jobseekers, we need to know where and how we can improve – whether that’s with our CVs, job experience or even personality.”
Whilst sifting through piles of CVs can be a laborious task and using AI undoubtedly reduces this task time, research shows systems fail to screen for cultural fit. Whilst creators are still beavering away trying to find the perfect system for the unique needs of organisations, they could end up hindering diversity in the process.
Despite the negativity, flag wavers will argue that technology frees up recruiters’ time from administrative tasks, such as booking candidates into interviews. Headhunters will cite good technology avoids wasting finite human resource on sourcing calls, repetitive mapping exercises and obsolete database trawls.
As a result, productive use of recruiters’ time can be dedicated to the areas where it has greatest impact, casting their net wider to generate more diverse and higher quality longlists.
An added bonus of AI means perspective candidates are no longer waiting for the phone to ring, bringing them either good or bad news almost instantaneously.
One thing we can be sure of, whether we like it or not, technology moves on in all sectors of business and there is no sign of it slowing up.