Artificial intelligence (AI) is starting to play a bigger role in recruitment, with many companies using AI-powered tools to streamline and automate various aspects of the recruitment  process. But what are the potential impacts of this trend?

One potential benefit of using AI in recruitment is that it can help to make the process more efficient and accurate. Success in recruitment is often based on factors such as reduced time to hire and quality of hire.  Any process (whether it be AI or other HR Tech) that helps improve these factors will normally result in success for an organisation.  A key benefit of AI is its ability to quickly sift through large volumes of resumes and identify the most qualified candidates, saving time and resources for recruiters.  Applicant Tracking Systems (ATS) use machine learning to complete this function currently; machine learning is a subset of AI.

Frida Polli, writing for the Harvard Business Review, stated that AI can help to reduce conscious and unconscious bias in the recruitment process by relying on objective data rather than human judgment to create a more fair and equitable recruitment process.  In particular, the removal of human unconscious bias through AI is high on the radar of many organisations.  The monitoring and auditing of AI is essential and can be managed much like the safety testing of a new car, says Polli. 

Alyssa Harmon, writing for Recruiter.com illustrates both positive and negative impacts of AI in recruitment.  A potential negative impact of AI relates to its accuracy: as it can only function through receipt of data, if there is inadequate or incorrect data, the output is obviously going to be inaccurate.  This may include a candidate using a different phrase or keyword to describe a skill that isn’t recognised by AI or AI not joining the dots that a particular skill is transferrable.

Much of the negative sentiment about AI relates to concerns about job displacement, as it takes over certain tasks that were previously done by humans. 

It’s worth noting that AI is still a relatively new technology, and it’s difficult to predict exactly how it will shape the recruitment process in the long term. It’s important for companies to carefully consider the potential impacts of using AI in recruitment, and to take steps to mitigate any negative consequences.

Ultimately, the use of AI in recruitment has the potential to bring significant benefits, but it’s important for companies to carefully consider the potential impacts and take steps to ensure that it is used ethically and responsibly.

If you’d like to better understand our recruitment functions and how they might benefit your business, speak to the team at Flexi Personnel.