Automating High-Volume Hiring Tasks: Does AI Play an Integral Role?
Has hiring been intruded by AI? Media reports confirm that recruiters globally are paying attention to AI applications in recruitment as well as hiring procedures. Increasingly, managers are deploying AI based tools to boost hiring endeavors. Emerging technology, as it is called, AI is yet to be deployed on a mass scale. True to success, AI based frameworks had already started to penetrate regional segments. But, is AI truly beneficial in terms of being deployed in the field of recruitment or hiring? Let’s take a quick look, to understand the role of AI in strategic hiring.
Advantages of AI in strategic hiring
AI has reduced human efforts, as stated by the technical professionals involved with deploying AI based infrastructures. In fact, AI implementation can possibly automate the entire operations related to the process of hiring. Therefore, operational barriers as well as time lags have been replaced through automated processes in order to yield expected business outcomes. Interestingly, AI based recruitments and hiring can be carried out with the help of software packages customized to meet business requirements. Search Engine optimization is very often regularised through AI and effective search is directed towards identifying suitable hires. So, if you are looking for the best ‘role fitment’, then getting hiring department automated remains to be the best solution.
Thinking of deploying chatbots?
Yes, why not?
In fact, chatbots are AI based conversation tools to initiate effective staff engagement. One of the best options for the contemporary HRs, remain to be chatbots. Chatbot applications encourage employees to be effectively engaged in managers’ absence. Right from responding to queries of the employees, to taking care of corporate communication, chatbots can help in improving employee experience as well.
Does AI improve the quality of hiring?
Business managers proclaim, AI improves the quality of service delivery. In fact, the US have been grappling with challenges revolving around environment, society and governance within businesses, while such issues are being taken care of through emerging technologies like AI. Despite such statistics, data from reputed consulting firms reveal that only a meager 36% of the global organizations have adopted AI till date. Early birds adopted AI technology to facilitate hiring, while hiring in such brands had revealed that the cost for screen sharing gets reduced significantly. Simultaneously, AI could be used beneficially to reduce manpower turnovers in certain businesses. Predictive modelling and data analytics have actually changed the way we think, while contemporary recruiters have increasingly been using AI based frameworks to evaluate communication trends, as well as manage other intricacies related to the hiring process. But, are the managers facing risks for implementing AI frameworks?
Recommended: Truth You Should Know about Role of AI in Recruitment & Selection
Reading opinionated surveys reveal several challenges associated with AI tools! Automation mechanizes, while in the post Covid era, we need more of the human touch.
AI in Hiring: What can be the Challenges?
Lacking the finesse?
Almost 77% of the prospective applicants, while being interviewed by the media reveal that AI is engaging although, it lacks the basic human aspect. Industry veterans, on the other hand, warn, process failures can be an integral component of automated processes. Thus, chatbots replacing human conversations can cause premature termination of call based networks. Robotic conversations, on the other hand, are generally based on predictive data, hence candidates might get a smaller scope to harness critical thinking abilities. Emotional engagement and human quotients are truly lacking, as we have started to embrace emerging technologies to replace manual procedures.
Is reliability a matter of concern?
AI, most commonly acknowledged being an emerging technology, critical components associated with AI frameworks are yet to be refined. Inconsistencies related to data, are common in AI designed business processes, while experts agree that a wide gamut of data inputs are often required to generate feasible outcomes. Deriving conclusions therefore, are not encouraged, till the point an extensive penetration of similar technologies happen within professional organizations. Going forward, a majority of the contemporary managers feel that, an applicant screening system put forward through an AI based framework, would reject prospective applicants if they do not comply with the exact job description.
Even an unusual photo or a page orientation can result in rejecting candidates. Social media based contents are mapped in accordance to content orientation through AI framed processes. Therefore, floating repetitive contents which are popular can secure better chances for a prospective applicant to be chosen.
AI based framework: Is it biased?
AI can introduce system based biases. Pattern based data surveillance remains to be the key, hence any data that does not match the given pattern can be naturally rejected. Learning from the input data, or past databases can reflect similar trends, in hiring till the point such data has been excluded from the algorithmic context. For an e-commerce giant like Amazon, feeding in past data resulted in rejecting female applicants from the system. This was better referred to as a systemic bias by the HR, which compelled a process failure directly affecting the primary business outcome, in relation to the process.
Despite several challenges, AI adoption is in full swing in various global markets. Effective reduction of manpower involvement have encouraged emerging technologies like AI, while automation is understood to be the buzzword of the future. Promoting flexibility within organization frameworks, AI based tools could preferably strengthen the hiring service verticals within the evolving brands.
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