Recruiters are beginning to heavily use Artificial Intelligence (AI) and other smart technology recruiting tools in their jobs. One of the major selling points in using this, besides the fact that these programs save significant amounts of recruiter time, is that AI can make better decisions than human recruiters because of the lack of bias. However, most of the companies selling this software also note that AI programs are only as good as their programming. What do you believe are some of the benefits and potential pitfalls of using this technology?
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However, there is a downside to AI smart technologies in cases where screening system inaccuracies occur. In this case, this happens if the system designers fail to provide appropriate keywords in the application tracking tool, which can prevent the AI from getting the right candidate. Additionally, human judgment is essential, whereby decisions not based on computerized algorithms are needed. For instance, recruiters need to understand the candidate’s body language when answering questions through an in-person interview, thus helping them read various aspects regarding the person’s character. Since the smart devices are computerized, the human judgment aspect is affected. Moreover, the AI tools do not eliminate bias entirely since the recruiting panel selects the buzzwords indicated in the tracking system. Therefore, there is a percentage of subjectivity that retains. The software may also compromise the selection process if it uses keywords developed for a previous recruitment position. As much as these tools are strategic, these challenges may prevent the recruiters from tapping the right talent.
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