Leveraging Artificial Intelligence in Recruitment and Selection

 


Let's be honest, recruiting is broken. That stack of 300 resumes for one job posting? You're not reading those all, and we both know it.

But what if AI were really able to let you identify candidates who don't just match keywords but will actually thrive in your company. Applying artificial intelligence to hiring and selection isn't some technology fad – it's revolutionizing the way the world's best companies build their teams.

Think about the latest hire who only made it for three months. What if the mismatch could have been identified by a computer program even before you interviewed him?

The facts are stark: AI recruitment tool-powered businesses are cutting 75% of hiring time and improving quality of hire.

AI-powered hiring solutions are essentially algorithms that automate the whole recruitment process from resume screening, creating a shortlist, to scheduling interviews or even conducting tests with the help of chatbots or a video setting. HireVue, Pymetrics, and LinkedIn Recruiter are platforms that rely on machine learning to extract insights from big data in real-time and allow HR professionals to make data-based hiring decisions.

Among the major perks of AI in a recruitment process is that it shortens the time taken to recruit and improves productivity. In general, manual recruitment methods are not time-efficient and they tend to be riddled with the human bias factor. Conversely, AI can impersonally evaluate candidates only on the basis of their qualifications and skills which leads to fairness and quality of the hire being improved.

Moreover, AI makes the candidate experience better as it could be fast responses, personalized job offers, and easy access to live interviews. However, it is all good as long as the AI use in recruitment is responsible. Algorithmic bias, privacy issues, and technology overuse are some of the threats that can cause the demise of fairness if the screening is not good enough. To monitor the AI activities and make sure they are in line with ethical principles, HR professionals must still be highly and continuously engaged.

(Upadhyay & Khandelwal, 2018)

Conclusion: Future Perspectives on AI in Recruitment and Selection

Artificial Intelligence possesses vast capability to transform recruitment and selection by increasing efficiency, objectivity, and candidate satisfaction. It is essential for the HR professionals to harmonize technology capability with ethics and human oversight. Through continued growth, AI will be an integral part of strategic HRM and shape the future of talent acquisition.

Reference

Upadhyay, A. K., & Khandelwal, K. (2018). Artificial Intelligence in Recruitment. Journal of Management and Engineering Integration, 11(2), 54-61.

LinkedIn Talent Solutions. (2021). The Future of Recruiting: AI and Hiring Trends. https://business.linkedin.com


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