AI Issues In Recruitment Process

It is easy to see why so many companies are keen to introduce Artificial Intelligence, or AI, to their workplace. There is a broad range of jobs that can utilise AI to speed up the process, make the process easier, make the process more successful or even just to save the company money. These are all important aspects that companies should be looking to benefit from, but there is a need to ensure that the personal touch is not completely lost.

The use of AI in the recruitment process is well known and developing all the time. However, in February of 2018, a story has arisen which has left some professionals questioning whether AI is being used in the most appropriate manner. The story focuses on Peter Lane, who holds a degree in History and who has been hoping to become a business consultant.

AI can speed up recruitment process

Peter has applied for 55 jobs and he has managed to obtain 15 interviews, which is a success rate that many people would be happy with. It is likely that technology has helped Lane work through so many interviews but he believes that the process has been hindered by technology.

In an interview with the BBC, Lane said; “They were all video-based screening interviews - I didn't even meet my potential employers. There was no way to tell if I'd impressed them with my answers or experience as there was no human interaction.”

Another issue that Lane found was that automated rejection letters provided no detailed feedback. People that are unsuccessful in their attempts to get a job will benefit from hearing what they can do to improve in the future. No one wants to be told that they are no good at something but there is a lot to be said for constructive feedback that helps people to make changes that will allow them to be better prepared or to present themselves better in the future.

Automated feedback isn’t always useful

Sadly, around 90% of the feedback that Lane received was automated, with only 10% of the feedback providing him with detailed feedback that would allow him to better prepare for future interviews. An organisation may not be too concerned about this, if someone hasn’t been deemed good enough for them, they won’t think they need to improve this person, but there is certainly a lot to be said for being seen as a helpful and considerate company.

The lack of human touch may speed up the recruitment process, but it may not necessarily make every process better. There could also be a concern that some candidates will learn how to game the system. While it is hoped that AI will be able to spot people who aren’t truthful in their application process, there is only so much that technology can do. This creates an issue and it could lead to the wrong candidate making their way into a position.

At this point in time, there is a need for a fail-safe or human interaction to prevent AI making wrong decisions in the recruitment sector.

February 2018 Author : 2XL Recruitment Solutions part of 2XL Media Solutions