AI in recruitment: more than Mya6 min read
“AI in recruitment” is somewhat of a buzzword (or buzzphrase), but is there more to it? When there are so many recruitment tech companies touting that their tech integrates AI into recruitment, but there is no machine learning to be found, then you have a problem. It becomes little more than a marketing ploy. However, the actual implementation of AI in recruitment can propel processes faster than ever before.
- Automated candidate engagement
- Job posting optimization
- Voice and face recognition for interview assessments
- Predictive analytics
- Bias-removing algorithms
Of course, this is not an exhaustive list of what artificial intelligence can do for hiring processes. But it’s a start! Anywhere that data is collected, you can potentially integrate AI.
Now, let’s dive a little deeper into what our experts had to say about the impact of AI in recruitment (and how we should feel about it as hiring professionals).
When the general public thinks about artificial intelligence, their minds jump to robots taking over the world (or, at the very least, our jobs). Terminator, Wall-E, and I, Robot are among the robot-themed media pieces that were brought up during the meetup. However, to understand AI in recruitment, you need to dig into the complexities of how these “robots” are built. Further, they may not be physical robots (like Sophia) at all.
A great example of machine learning in recruitment is the chatbot. Chatbots have been popular since the days of AOL Instant Messenger and have actually been in production since the 1960s. This means that “robots”, or machines, have been working on learning to mimic human-generated responses in conversation with other humans. You may even have one of these forms of AI in your home in the form of Alexa, Siri, Bixby, or Cortana. Sound familiar?
Now let’s apply this idea to recruitment practices. How can chatbots be integrated into hiring to make the process move more quickly and efficiently?
The chatbots can effectively stand in as a recruiter, of sorts. Mya is an AI recruiter that has garnered traction with large companies, such as L’Oréal and Adecco Group. Here are just a few of the capabilities of the Mya AI system that speed up and optimize the recruitment process:
- Scales sourcing efforts to different channels;
- Screens and shortlists large applicant pools;
- Automates the scheduling process;
- Provides onboarding and HR support;
- and improves the candidate and employee experience.
Mya is an example of actual AI in recruitment. The solution uses natural language and machine learning tactics to ultimately engage with candidates and employees throughout the candidate to employee life-cycle. This can also help employers gather crucial data on candidates and potential candidates in order to optimize their efforts. This mirrors the sample collection that a human recruiter would do to inform their process.
Most importantly, AI in recruitment opens up more lines of communication with talent, as well as leaves more time for pertinent hiring tasks that need human interaction to be successful.
Simply put, some processes in recruitment need a human touch. That brings us to the next point: is AI in recruitment always beneficial?
If your hiring is bogged down with manual tasks in recruitment, it is likely not quick or efficient. But how do you know which of those manual tasks to hand over to AI? This is where people start to become wary of artificial intelligence. But it doesn’t have to be that way. With a little prep and foresight, you can choose the manual tasks that would be better off automated.
For example, ask yourself some of the following questions:
- Are any of your tasks repetitive and time-consuming?
- Which tasks are outdated?
- Do any of your processes result in disorganization (think: lost candidate files and hiring manager emails)?
- Have there been multiple instances in which top talent is lost due to manual tasks?
These are just the start. Figure out gaps in your recruitment productivity, and see if there is an AI tool to fill in those gaps. As long as the machine is built correctly, it can only help your hiring.
But what if it’s not built correctly?
Humans vs. AI in recruitment
Machine learning is more streamlined and can be programmed to work without the error that would come with human manipulation. However, who makes these machines? Humans.
So how do we know when to trust AI to take over our recruitment processes? It depends. Here are a few starting points to look into:
- How was the solution built?
- Are biases able to sway the outcome of this task?
- If so, have all the steps been taken to reduce these biases? Look for clear documentation and wordage on this.
- Are you tracking data from human-performed tasks?
- Start here. Find the less-than-satisfactory results.
- Implement AI, and compare the metrics.
- Does the machine outperform the human? Then all systems go.
- Does the human outperform the machine? AI in recruitment may be better used elsewhere in the process.
- Make sure you are using the solution correctly.
The last point may seem obvious. However, don’t bypass it! Often, it isn’t the machine that causes poor results: it’s the way it’s implemented.
The legal twist
To further the point about looking for biased processes, there are actual laws in place that can make things a bit tricky for AI in recruitment. You are well aware that biases shouldn’t influence hiring decisions, but it’s proven that they do. Humans have unconscious biases that are ingrained in our brains from societal and environmental triggers throughout our lives.
The first step is to become aware of these biases. Then, pick an AI solution that clearly expresses how their machine learning was constructed. This is surface-level advice, so make sure to do your research on what is ethical and unethical when implementing AI in recruitment.
Benefits of AI in recruitment
With all the challenges of AI in recruitment comes great opportunity. The builders of these products think of these challenges as exciting! This is what will create a revolutionary AI solution in the long run.
With the right practices in mind, AI in recruitment can produce faster, more efficient hiring than ever before. Employers will spend more time making the company culture positive and reflecting that online. You, as a recruiter, will experience less burnout and more satisfaction when making quality hires. Gone are the days of too many hiring demands and too little time.
AI in recruitment is already here. That, in itself, is reason to not be afraid. As long as we use it intelligently, artificial intelligence will not mask our own, but rather enhance it. As stated above, just be sure that human-performed tasks are not outperforming the machine. If they are, switch back! It’s all about optimization.
The end goal is the same: a quick hiring process that delivers impeccable new hires. It doesn’t matter how you get there. But AI in recruitment can be the extra push your recruitment process deserves.
Hopefully this gives you some insight into what you missed if you couldn’t attend the #TAmeetup. Look out for future events by following our Meetup page and joining the Talent Acquisition Innovators Facebook group. Also be sure to follow our expert speakers:
- Adrie Smith, Recruitee
- Angus Mackintosh, Orange Quarter
- Bernardo Nunes, Growth Tribe
- Dimitra Retsina, Harver