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The Organizational Challenges of AI in Your Recruitment Process

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The recruitment process has been going through some considerable changes recently. Global alteration of the job market, evolving business operations, and appearance of new technologies are just some of the changes that influence the responsibilities and tasks of a recruiter.

Artificial Intelligence (AI) is the latest technology that is being talked about how AI could replace or enhance the job of recruiters. Today, we are going to review this technology and share with you some challenges businesses may face while implementing AI for recruiting.

 

Why Would Recruiters Use AI?

In the rapidly changing era of Industry 4.0, people are trying to speed up every process possible. Thus, any human activity that can be replaced by an algorithm may sooner or later disappear. Recruiting includes plenty of routine operations that can be done much faster by machines. Nowadays, we can already see this automation process in action in the HR department and the recruiting process. Don't worry! Recruiters and HR shouldn't lose their jobs, but they will definitely have more time to complete more sophisticated tasks instead of the tedious routine tasks.

 

How Can AI Help?

The most promising possibilities of using Artificial Intelligence in recruiting include:

 

1. Decreasing the level of human error and cognitive distortions that recruiters might unconsciously make

A person's biases and past experiences can influence various aspects of recruiting. Some people, whether intentional or unintentional, tend to make decisions based on stereotypes, appearances, gender, nationality, age, and personal preferences. Artificial Intelligence can be constructed in a way that ignores all these attributes. Therefore, it will improve the quality and fairness aspects of talent acquisition.

 

2. Automating the screening processes

Screening resumes and shortlisting candidates consumes a huge part of recruiters' time. AI is capable of processing hundreds of resumes per minute. This not only helps cut the time it takes to find suitable candidates, but it also prevents mistakes that a human can make due to fatigue or other factors.

 

3. Enhancing efficiency

One of the biggest problems in recruitment is finding promising candidates among piles of CVs. AI processes Big Data and finds patterns in CVs that fit the criteria recruiters are looking for in potential employees.

 

4. Communicating with candidates throughout the whole process of recruitment

Continuous communication with candidates is another pain point for a recruiter. Artificial Intelligence can handle routine communicative operations such as arranging interviews, sending texts, sending notifications when receiving a resume, sending feedback, etc. It can even personalize these messages based on the information available about a candidate.

 

5. Creating job posts with a higher conversion rate

Writing a job post that converts is not a piece of cake. There are instruments that help to create a selling job post based on the information about the vacancy and the requirements. AI has the ability to make a very effective and inclusive job posting with available data.

Thus, the main advantages of using AI for recruiting include saving time, enhancing the quality of talent acquisition, and decreasing the cost of hiring.

 

What are the Challenges of Implementing AI for Recruiting?

At this time, about 13% of HR departments and recruiters are already using AI for recruiting. It's stated that this figure is expected to reach 55% in 5 years. However, there are certain organizational challenges of using Artificial Intelligence to find the best people.

 

1. Messing Up Existing Recruiting Processes 

Many HR seniors and company owners are scared that the implementation and adaptation of AI can destroy their current recruiting processes. This may be partially true, but if the technology is integrated step by step and is not replaced all at once, you should face no problems.

 

2. Collecting Data to Teach the Algorithm 

Another big challenge is collecting all the data you have and teaching the algorithm to act the way you expect it to. There is fear that the technology won't properly interpret the information it has received, and the outcomes will be unwarranted.

 

3. AI won't integrate with Existing ATS

Other business owners are afraid that AI won't be able to integrate with their existing ATS (applicant tracking system). And yet again, everything depends on the tool you choose; you can grow your integration as you work.

 

4. Losing the Human Touch

One more challenge concerns the candidates. This survey shows that applicants prefer human communication more than talking to chatbots or receiving automated replies. There is hardly any chance that a robot will learn how to fill in the lack of human touch which could negatively affect the hiring process from a candidate viewpoint.

 

Since AI is pretty new to the recruiting process, there is still plenty to work on, expand, and understand on the pros and cons of incorporating it.  But Artificial Intelligence has already occupied a stable position in recruiting, so don't be the last company to reap the benefits that AI can provide. 

 

Recruitment

About the Author: Thornie Longmuir is an experienced marketing expert with deep knowledge of SEO. He started as a content creator at one of the online writing services EssayShark and grew into a leading expert. He has been working in the IT industry for more than 10 years now. In his articles, Thornie tries to highlight the main points of the topics in an understandable way. He wants to help SMEs and entrepreneurs to launch their online products or services and teach them how to promote and sell them. His articles are mainly concentrated on marketing instruments and their usage.  

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