Comment
By Sandra Innes
It is difficult to think of a recruitment industry trend that has gained more interest and attention than the use of artificial intelligence (AI). More and more recruitment technologies offer innovative ways of sifting, assessing and selecting the right candidates through the use of AI algorithms.
The reason behind the surge in interest in these tools is clear: they can work fast and produce great results. As our understanding of the biases that underpin our own thought processes continues to grow, we become increasingly aware of how frail and inaccurate our judgements can be. Rightly, recruiters are now exploring new ways of working that will decrease bias and help to ensure that equality of opportunity is maintained, and the right candidate is selected for the role.
To be able to learn and improve over time, AI technology, needs to be trained. This is done by feeding the tech with very large data sets and asking it to make assumptions based upon the information it receives. These assumptions are compared to answers from humans which define whether the AI’s decisions are “right” or “wrong.” Therefore, AI ends up replicating human decision making, which we know can be influenced by conscious and unconscious bias.
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Some tech companies offer “unbiased data collection” and others promote a “bias-free” method of assessment. But, we should recognise these claims need to be checked and validated.
Good technology learns from good recruiters. If the recruiters do their job well, recognising their own fallibilities, then learning-technology will take this into account. Manual checking of results can assure that inclusion and equality persist.
But AI isn’t just used for assessment – it’s invaluable for candidate attraction and the candidate experience too. There are tools available that ensure your job advertisement copy is free of bias, and AI-powered software can analyse people’s online presence, deciphering which candidates may be interested in certain roles and directly target job advertisements at them.
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Other tools can answer candidate questions and set up interviews. Chatbots can be used on websites to glean information and to reply to regular questions. And the list goes on.
The use of tech is undoubtedly a game-changer, but it’s clear that for the best results, AI and humans need to work together to make recruitment decisions. AI provides speed and accuracy while humans contribute empathy and emotional intelligence.
So don’t forget, if you are using tech in your recruitment and assessment processes, make sure you choose your partner well, keep an eye on the programming and learning criteria and always maintain a human presence.
Sandra Innes is client relationship director with TMP UK
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