Artificial Intelligence (AI) is coming. This smart, intuitive technology is already impacting your life in ways you’ve grown accustomed to. There are elements of AI in everything from your smartphone to your Amazon shopping. Over the next few years, AI will impact nearly every part of your life and work. Increasingly, the new realm of AI is in your executive recruiting process. Here’s how this technology will change how you source, interview, and hire candidates in the future.
How We Use AI Today
Recruiters have been using a rudimentary form of AI in applicant tracking systems (ATS) for years. The software found in AI help inform the search process, making it a bit easier for recruiters to search for candidates by keywords and scroll through the countless resumes within these databases. These processes already speed up tedious workflows, but as the technology improves, it will make hiring a more streamlined and efficient process. But it’s what AI will become that makes it so intriguing for human resource teams.
How We’ll Use AI Tomorrow
Watch for AI to automate recruiting and hiring workflows in the future. It will help improve the workflows of hiring teams and increase their effectiveness.
AI will be used to automatically screen candidates.
An AI chat-bot could walk a candidate through basic questions and even answer their inquiries about working at your company. This will help pre-screen candidates so that your recruiting team will spend less wasted time on disqualifying candidates. Instead, the AI will conduct the initial screen and forward to your hiring team only the most qualified applicants.
AI will be used to automate tasks like trolling for candidate resumes.
The hours spent manually screening resumes will be eliminated with AI. This leaves more time for networking and having actual conversations with qualified applicants.
AI will take over job matching, making an arbitrary and time-consuming process more efficient.
In the future, the computer will likely look at the job description, troll through a database of resumes, then flip the best matches to a recruiter. The only problem is that humans might be better at thinking outside the box enough to leverage applicants with cross over skills. At least at first. But what if the computer could also track the quality of the hire by measuring the employee’s performance after they come on board? What if the computer could then apply that data to a smarter search process when a similar job opened up? AI will do that someday.
Could AI eliminate some of the biases in hiring?
Maybe. AI is programming by human beings, so it remains to be seen if the AIs of the future will inherit our implicit biases. However, there is promise in AI as we perceive the software now to improve the success of our hiring processes. But AI will never take the place of humans hiring other humans. A computer certainly cannot sell a candidate on the benefits of corporate culture or even screen for culture fit. So, for now, the human element of recruiting remains vital to today’s hiring process.
UHC Solutions uses the best elements of technology to enhance our searches while applying our human skills to find you top talent.
