AI is currently at the forefront of discussions in recruitment, as it is in various other fields. I continue to seek to understand AI and its implications for the recruitment industry, trying to keep up with the continuing advancement of technology. Applicant tracking systems (ATS) have been a staple in the industry for over two decades, evolving into a billion-dollar business today. Additionally, emerging technologies are reshaping the initial stages of the recruitment process, reducing the need for extensive manual effort in organizing, sorting, and shortlisting applicants. These systems enable us to upload resumes efficiently and use key search words to pinpoint exact criteria. There is also a growing trend towards further automation, including online assistants, automated pre-set testing, and pre-recorded interview videos.
While AI has undoubtedly made significant strides, it’s not new. We’ve leveraged ATS systems, SEO, and Booleans for over a decade. Yet my concerns regarding the use of systems and technology remain the same.
Employers increasingly seek top talent that aligns with their company culture, hiring for attitude and training for aptitude. However, the current approach of using AI to support the initial stages of recruitment may be misplaced. ATS systems often overlook excellent candidates due to mismatched keywords, raising questions about AI’s ability to assess cultural fit. AI tends to operate in black-and-white terms, potentially excluding candidates with valuable qualities. Moreover, it’s crucial to acknowledge that job seekers may not always craft resumes that comprehensively showcase their personality and abilities. Writing resumes is a skill that many individuals lack proficiency in, particularly if they aren’t frequent job changers.
Instead of relying on AI to eliminate candidates based on role criteria, there’s merit in prioritizing the search for capable candidates with transferrable skills, competencies, and compatible personalities upfront. As hiring trends shift towards customer-centric cultures with exceptional individuals, empathizing with applicants by adopting a more personal approach through conversation and human interaction should be the priority.
In conclusion, while embracing technology and innovation is essential for progress, we must not lose sight of the human aspect inherent in recruitment. Ultimately, it’s humans who possess the intuition and empathy necessary to navigate the complexities of assessing candidates beyond qualifications. Balancing technological advancements with human-centric practices ensures that we uphold the integrity of the recruitment process and, ultimately, select the best candidates for the job.
