The release of ChatGPT in late 2022 felt like the digital equivalent of setting a continually-adapting fox in the henhouse. While AI tools are already standard across many industries and disciplines, ChatGPT and similar tools illustrated that the potential capabilities that once felt like science fiction are now on our doorstep.
Many professionals are understandably worried about how AI could affect their organizational roles. But so far, AI has many positive potential uses, especially in recruiting and HR processes. As human beings, we often fear change even when the outcome is good or ultimately benefits us. But technological change is happening whether we’re afraid or not.
Let’s look closer at how AI could change the recruiting process and ways to adapt to those changes and strategize better outcomes.
How Does AI Fit into the Recruiting Process?
You’ve probably seen some spy films or tech thriller movies that involve characters speaking to their computer interfaces to bring up data, graphs, or videos. The actors talk to the computer as if speaking to another person, and the computer responds to those voice commands to execute tasks, create reports, and more. And soon, AI may allow recruiters to perform similar actions within an applicant tracking system.
Other AI tools are already here in some form. Large language models (LLM) could revolutionize how HR professionals search through candidate lists and sidestep keyword-saturated resumes to locate truly relevant candidates. This type of AI would expand your ability to identify talent, especially when sifting through a large volume of applicant data.
Perhaps one of the most exciting ways AI could change the recruitment process is by taking over the most mundane and repetitive tasks. For example, writing several hundred emails to potential candidates can become a mind-numbing task, and even the most creative soul might struggle to maintain a fresh and personalized approach. AI programs could boost your productivity by generating emails to candidates.
AI is already present in many hiring processes during personality and skills assessments. Identifying the hard skills is key, but organizations also know that soft skills often determine whether the candidate will fit in, work well with others, and handle the demands of the position. Soft skills are notoriously difficult to pin down, but AI programs are becoming increasingly good at assessing them by generating data-driven insights.
A better candidate experience is also on the horizon. Chatbots are continuously improving and can sometimes be an excellent stand-in for recruiters. Candidates often have questions about the hiring process, but the recruiter may not be able to answer those questions immediately. AI chatbots can answer more common questions in real time, creating a more positive and efficient candidate—and recruiter—experience.
Will AI Replace HR?
There’s a common theme running through the examples we mentioned above. Each of the AI possibilities or realities above are tools. The fear that AI will replace HR or specific roles within the HR profession is understandable. But the overall trend in AI technology is to develop tools that enhance processes and experiences for candidates and professionals.
New technology often brings a shift; some jobs are lost, while the tech also generates new and different jobs. But experts believe AI will produce a net positive across many industries, including HR. AI use emphasis continues to be on driving efficiency, pursuing greater accuracy, and improving engagement.
And there is still plenty of room for improvement in AI technology. Many AI programs have exhibited surprising biases and even discrimination, and they can be vulnerable to hacking and other cybersecurity attacks. And ultimately, AI isn’t human. It cannot always pick up on unquantifiable things like workplace culture and may unfairly exclude candidates with unconventional work histories or employment gaps.
AI in Support of Headhunters
In spite of the pitfalls, AI holds great promise for headhunters. There are more jobs than viable candidates in many areas, and organizations compete for top talent. AI-enhanced outreach and screening tools could give headhunters an edge when seeking qualified people for a position.
Another way AI is assisting headhunters is by allowing them to be more responsive and efficient. When many headhunters are pursuing the same group of top candidates, often, the headhunter who can provide a more interactive experience is successful.
Understanding and Embracing AI Changes
Your organization may already have several AI-driven recruitment tools in place or might be considering adding them soon. Creating a plan and developing skills training is critical to make the best use of these enhancements.
As the job market continues to change, working with AI tools could be the key to successfully adapting while attracting the candidates and skills that support the company’s mission. If your company is considering integrating AI tools or wants to learn how to access their full potential, connect with Kilpatrick Executive. Recruitment workflows are changing; make sure you have the skills to use the changes to your advantage.
Sources:
https://uk.indeed.com/career-advice/career-development/artificial-intelligence-in-recruitment
https://www.hrpa.ca/hr-insights/will-ai-replace-hr/
https://www.cnn.com/2023/08/04/economy/july-jobs-report-final/index.html