Why we should learn to love AI


Kenko Fujii

Lead Data Scientist

Insight author headshot

 

Ten years ago, if you were going for a job that was expected to attract a lot of applicants, HR would often say: ‘Apply early’.

That’s because, before automation, recruiters could only ever process a certain number of applications. So if you didn’t get in early, your CV wouldn’t get looked at. You wouldn’t get any feedback. And the hours you spent applying would have been wasted.

Today, artificial intelligence and machine learning mean recruiters can hire large volumes of people in a way that’s fast, fair and engaging. Yet many still fail to exploit the potential of these transformative technologies – and as a result, candidates still get ignored. Why?

Ethics can be a big concern. But as long as they’re well designed, algorithms can remove bias and make your workforce more diverse. All while helping you put more people in the right job.

Here’s why it pays to adopt AI in your recruitment processes.

 

1. It makes you better at your job
AI technologies can operate on a scale (and at a speed) far beyond human capability. That means you can automate your processes for high-volume attraction, screening, assessment, video interviewing and scheduling, leaving you free to play to your skills and strengths. It also means you have the right information, at the right time – so you can make better decisions.

2. It gives candidates what they want
Today’s candidates expect instant access and decision-making, a slick online experience and personalised feedback. Predictive analytics and automated feedback processes can help meet these expectations while improving your employer brand.

3. It helps you learn from the past and predict the future
AI technologies allow you to capture the data of everyone who goes through your recruitment process – and learn from it. For example, are certain groups dropping out, and if so, where? Is there a significant renege rate? Why? If you also track how past hires are performing, you can use that data to predict which of your current candidates are most likely to succeed.

 
 
 

4. It removes bias
For you to make fairer, more objective decisions, your AI model needs to be built with enough data to learn what a good candidate looks like. It then needs to pass an adverse impact assessment. Data scientists can remove any in-built bias they find by adjusting the data used to build the model. They can also use advanced analytics to monitor adverse impact more effectively on an ongoing basis.

5. It finds people that fit
Until recently, you could only establish right-fit in a traditional interview. Today, machine learning and predictive analytics can identify candidates that suit your culture, values and competences. So you can hire people who are right for the business as well as the role.

It’s clear from even this short list that AI can support you in achieving your recruitment goals. You just need to use it in the right way.

Isn’t it time we all learned to love AI?

 

LaunchPad’s recruitment automation and video interviewing platform helps you transform your candidate journey and future-proof your recruitment strategy.

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