There’s no denying that technology has transformed the way we live and work. Whether you are an individual user or a large business, you cannot deny the benefits of Spectrum internet package. Similarly, tech tools powered by artificial intelligence continue to assist small businesses and large organizations.
Companies are increasingly relying on AI to streamline their hiring strategies. It is safe to say that AI has brought much convenience when it comes to recruitment. AI tools allow organizations to reduce costs associated with the traditional hiring process. It also provides flexibility in terms of managing human resources.
What Is Artificial Intelligence?
Most of us have witnessed artificial intelligence in one way or another. Smart speakers, driverless cars, and manufacturing robots are some common examples of AI. Artificial intelligence is basically machine intelligence. It is different from the natural intelligence we see in humans and/or animals. AI is broadly categorized into four types:
- Reactive machines
- Limited memory
- Theory of mind
- Self-awareness
While companies continue to rely on AI, experts have pointed out the ethical concerns associated with the AI-powered recruitment process. Many believe AI tools can promote biases and undermine the quality of the hiring process. Others worry that AI may provide an unnecessary advantage to one group over the other. Apart from the said negatives, the tremendous benefits of AI cannot be negated.
What Is the Use of AI in the Hiring Process?
Organizations are turning their attention towards AI. Tech tools are largely seen as the best possible solution. Though AI isn’t yet ready to replace humans in the hiring process, it is learning its way up to the top. Using AI in the hiring process can reduce time and costs. It can eliminate repetitive and mundane tasks that otherwise consume lots and lots of labor hours.
Recruiters can use recruitment to automate the hiring process. AI can tools can sift through different CVs and recommend the best possible candidate for screening and interview. Sci-fi movies have already shown what AI is capable of doing. However, what goes around in fiction is a bit of a stretch in real life. AI is a long way from providing a solution to every problem associated with the hiring process.
What Is the Type of AI Recruiters Use?
The applicant tracking system is one of the most common types of AI tools used by recruiters. In simple words, ATS allows recruiters to type in the keywords to match the resume with the job. ATS programs can sometimes find the exact match. In cases where resumes do not match the keywords, ATS simply trashes them.
Data collection is another example of an AI tool. Companies rely on data to get important information about potential candidates. It is worth mentioning that ATS stores rejected applications for future use instead of completely tossing them out. That means recruiters can contact potential candidates for suitable jobs that match their skillset.
The AI-powered interview is another thing that is gaining traction. Instead of using hiring managers, companies set up the candidate for an interview with a chatbot. The machine has all the information regarding the interviewee. Though chatbots are used during the screening stage. The candidate still has to have human interaction to get the job.
How Beneficial Are AI Tools for Hiring Managers?
The increasing popularity of AI in hiring shows that companies have begun to accept its role. Many organizations have nothing but praise for the technology due to its tremendous benefits. Perhaps the biggest advantage of using AI is that it can save a lot of time. Consider the following scenario.
Your work as an HR professional for a company. The company has asked you to bring in several candidates for different posts. Will you use a tech tool to screen the CVs or make phone calls to multiple applicants? Using AI tools can save you lots of hours during the hiring process. There’s no denying that.
Is Using AI in Hiring Unethical?
The main drawback associated with AI in hiring is a lack of transparency. AI experts say machines cannot determine who’s qualified and not qualified for the job. AI creators are trying to find ways to eliminate the risk of biased hiring. Another concern is that AI tools can create income and socioeconomic inequalities.
Experts fear AI can exacerbate the risks associated with gender biases and income inequality. Why? Because AI tools learn to mimic human behavior. If a company that lacks a diverse workforce uses an AI tool, chances are the software will give preferential treatment to male applicants over female candidates.
Conclusion
Reverting to the traditional hiring process is not a solution to current problems. One way of improving AI is to program the algorithms in a way that could make them invulnerable to biases. Tech companies specializing in AI hiring software need to consider the cons of AI tools. The need is to root out unfair biases.
