No wonder, since its inception, Artificial Intelligence (also known as AI) has been creating wonders in almost all fields. From the very medical technology to being used in offices for paperwork processes, AI-driven machines have been making everyone’s tasks easier.
However, similar to all other new inventions, many individuals often have sceptical behaviour toward their usage in more general streams, such as the recruiting process. Thanks to the sci-fi movies where machines are shown to be taking the world and humanity under control, not everyone has confidence in using the tech.
So, if you are also a beginner to this high-tech system, here’s a breakdown of what and how AI might change HR tasks in the real world.
How does AI affect the recruiting process?
Although AI does have the capability to make a lot of involved processes seamless, many of their aspects are yet to be fully developed. Thus, right now the only phases where it is being used include.
- Better talent search
Thanks to their automatic working, AI machines tend to pick up essential commands on their own. Therefore, when implemented they can aid in the whole talent search process without needing manual intervention. The machine or software can scan a candidate’s profile from multiple sources, picking out only the best and the most qualified.
This will aid recruiters to save time and hence invest their energy in other essential tasks. In the long run, depending upon such AI-based Talent assessment tools can also help efficiently cut down the company’s expenses.
- Easy access to data
As everything necessary is compiled and automatically saved in a single structured format, using advanced parsing software like Ducknowl is super handy. Recruiters don’t have to look through various folders while searching for the final list of qualified candidates and hence save both time and money. Similarly, some AI parsing tools also allow the sharing of the finalised list across multiple users, enhancing communication between internal channels.
As a result, the whole process is completed within a much shorter period, that too while making sure everyone is on board with the decision.
- Improve communication
Another major advantage of hiring AI-based screening software is its enhanced communication portals. Unlike the manual screening process, candidates don’t have to wait for a ridiculously long time to get a reply. Rather than wasting time in customising a mail, recruiters can set specific commands for the automation of confirmation emails, calls, or texts all with a user-friendly interface. Moreover, as these software are rather easy to use, any individual with even a little technical knowledge will be able to handle them well.
This will let the hiring personnel focus more on the next essential phases of the process, involving face-to-face interviews or managing responsibilities better.
- Sense changing market
Specially designed using cutting-edge technologies, AI-driven parsing tools are also able to detect potential market shifts beforehand. This gives ample time for the companies to plan out their job drives and recruiting phases. For instance, if the tool shows a talent shortage or high competition in the weeks coming ahead, recruiters will be able to use the information for conducting job fairs much earlier than the anticipated market shift.
Although this might seem irrelevant in the initial phase, a lot of the company’s funds can be saved from additional expenses during the downtime.
- Eradicates partial behaviour
Last but not least, getting an AI-powered assessment platform also makes the recruiting process more transparent and reliable. Thanks to their completely automated process, there is no risk of biased selection of candidates. Thus, this not only aids in improving the company’s image but also makes sure recruiters can get their hands on the best in talented candidates.
These are some of the features that are readily available with AI-based resume screening software. However, if you are sceptical that the machines might soon decrease the requirement of manpower as recruiters, then there is no need for that.
Below is a list of some of the most commonly found yet major drawbacks of AI tools.
Why can’t AI be fully trusted in the recruiting process?
Similar to their very abbreviation, AI technology is completely related to machine learning and as we know, nothing can ever be completely error-free. This notion has also been proven time and again, therefore referring to the many drawbacks of the platform.
- Risk of errors
Even though the advanced tool is designed with highly accurate and responsive algorithms, they are not completely immaculate. Every once in a while, they might also miss an error or two, which then proceeds just the same until and unless it is caught at the perfect time. This is mostly because the tool keeps on thinking it is doing the right thing as long as no manual input is given.
This issue might be noticed if the accumulated data is not scrutinised regularly by recruiters, requiring them to make changes from many places.
- Auto reject un-readable data
Overly depending upon these tools might also lead to auto rejection of more qualified individuals, just because their resumes or data were unstructured. This issue may arise with complex text fonts, sizes, and insertion of chart data or tables. As machines or resume parsing tools are often unable to decipher such complicated structures, the tool might end up rejecting their candidature.
Whilst there is no competition when it comes to detecting patterns by AI-powered tools, it still requires human intervention to find the exact correlation.
Also read: Effective recruitment strategies
- Work according to demands
One of the first points as to why AI screening tools are enjoying tremendous popularity nowadays, the same factor might also be disadvantageous. Unlike the human mind, the AI tools don’t act on their own and hence require a specific set of commands for their operation. They operate exactly as commanded and hence need to be provided with a new set of instructions for every new job available.
Forgetting this step might lead to biased results. For instance, hiring of more highly qualified candidates even though the job is for degree holders.
Conclusion
It is no wonder that the AI sector has been proliferating. However, no matter the level of improvement, for hiring the best manpower a company surely needs synchronised workflow amongst its recruiters as well as its AI-based assessment tools. Both sides of the coin are highly essential for each other and hence focusing on only one might not offer satisfactory results. Tools are using weak AI for candidate screening. weak AI is much more reliable than strong AI because weak AI does not eliminate human effort completely
Proper and careful scrutinization of all involved processes will ensure enhanced work productivity with less wastage of time, resources, and finances.
