The Prime Minister has pledged that artificial intelligence will be “mainlined into the veins” of Britain and will become the “world leader” in the AI sector.
With the rollout and scale-up of AI, the message is that we should embrace it rather than resist its use.
Despite this powerful show of top-down support, much of the business community is still suspicious of the technology. Some are even resistant to its use.
Although AI brings large-scale benefits, its downsides have been well documented. It is efficient and cost-effective, but it also brings a fear of the unknown, misinformation and mistrust.
Across the wider working landscape, AI presents myriad uses. From document automation, monitoring performance and collecting and collating data to writing presentations and learning and development – AI has rooted its benefits across many sectors.
AI in business.
For organisations to get the best out of AI, it’s crucial to understand the technology and all its tools. Each iteration of AI software will be smarter and more efficient than the last. The more it does, the more it learns.
One of the most significant benefits of AI for business lies in its ability to simplify complex processes and manage vast data reports.
As such, in the short term, larger organisations with the best AI software and lots of data stand to gain the most from these advancements.
But how about recruitment? How can recruiters make the best use of AI? How can our sector embrace the technology without falling foul of its shortcomings?
AI in recruitment.
AI tools can be beneficial in streamlining organisational recruitment processes.
From the very start of the recruitment lifecycle, AI can save recruiters considerable time. Job adverts can be created and amended in seconds, CVs can be screened, and interviews scribed. This significantly reduces the administrative burden on recruiters.
In client-led markets and for high-volume roles, AI automation can perform initial screenings and create responses. Not only are unsuitable candidates eliminated quickly, but AI tools can help ensure all applicants receive timely outcomes and feedback.
Modern-day AI can also actively participate in the recruitment process. Chatbots can further streamline operations by conducting brief initial conversations and presenting relevant information concisely.
AI excels at collecting, manipulating and presenting large amounts of data. This is where AI dominates and will benefit businesses recruiting employees at volume.
However, using AI in recruitment also presents several risks. These must be acknowledged and addressed before large-scale AI is adopted into recruitment organisations.
Recruitment and AI risks.
While AI has the potential to strip out unnecessary information and reduce the inherent personal bias of recruiters, it can inadvertently underline long-standing discrimination. For example, if a database of past hires leans toward a certain demographic (for example, a university education), AI technology may reinforce this pattern. Its learnings may affect future screenings, showing preference toward candidates sharing similar traits and backgrounds.
This example demonstrates how important it is to understand AI and be vigilant about the application of its algorithms.
How can recruiters use AI well?
The downside of AI means that recruiters should approach AI with intention and be aware of its flaws.
We must be intentional about the particular tasks we need AI to perform. Its performance can then be assessed using analytic data and colleague feedback. By knowing what is successful and what isn’t, we can use AI tools to our advantage.
Generational divide and disparities over technology access may mean that recruitment leaders must make necessary adjustments and offer employee training. This will ensure all employees feel comfortable and informed about using AI tools.
The legal obligations.
Currently, there are no legal obligations to inform candidates or employees about the use of AI. However, it’s good practice to share if it’s being used.
Establishing clear boundaries, guidelines and accountability is essential for ensuring that AI is used ethically and effectively at each stage of the recruitment process.
By being clear about AI and its use, organisations can ensure that procedures and protocols are implemented.
The future.
As we continue to navigate AI and the everchanging landscape, open dialogue and collaboration across our businesses and the wider sector will be key to harnessing the full potential of AI.
Having a proactive approach will help AI become a valuable ally for recruitment professionals and alleviate concerns, especially over bias and personal data.
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