Artificial Intelligence in Recruitment, can it help?
Artificial intelligence (AI) permeates through all aspects of business, including recruitment. 91% of Fortune 1000 c-suite executives reveal an acceleration of AI investment, while 96% of HR professionals see AI enhancing talent acquisition. In this environment, both recruiters and candidates must learn how to leverage AI to their benefit to stay competitive. In a report by Gartner in 2019 reported figures stated that in the past 4 years the adoption of AI in business had grown by 470%.
AI is a transformative development for recruitment. Lightning fast and adaptive, AI applications can learn and react real-time, helping recruitment professionals improve or automate processes for a more efficient and more effective operation overall. This, in turn, optimises talent acquisition and management for both companies and candidates, where recruiters can focus on soft skills and relationship development. For recruitment firms not to take full advantage of AI’s profound benefits is a huge risk when competitors that adapt AI overtake them as AI software outperforms them. It is safe to say as Recruiters we do not want to be replaced by machines so we need to learn how to work with them.
How does AI improve recruitment?
AI offers streamlines and improves recruitment process by leveraging machine learning to handle the more labour- and time-intensive aspects of recruitment.
Due to of its ability to process data infinitely faster than even a highly experienced recruiter, AI software can be let loose on all manner of databases to scour for matches. Starting with certain parameters, AI can “learn” and expand its evaluations to compile an on-target candidate pool. This could range from assessing time frames to identify potential job jumpers to deploying fuzzy logic to reveal comparable skills and experience. Other companies are combining the use of ranking analytics in conjunction with video technology and personality assessments to determine candidate suitability already.
With AI producing a list of qualified candidates quickly and efficiently, recruiters save time that they can allocate to tasks that require more finesse. Skill and experience is no longer wasted on scanning CVs can focus on scrutinising candidates that seem equally qualified to determine the ideal matches. Less time with CVs also means more facetime with candidates, appraising soft skills, developing relationships. By allowing recruiters more evaluation time, they can focus on assisting companies in a hiring process that 61% believe is extremely complex, according to a recent Deloitte Human Capital Trends report cited by Forbes.
What are some AI issues in recruitment?
As with any innovations, AI has some issues requiring oversight to ensure smooth integration.
AI must learn. For results that an expert recruiter expects, it must digest massive amounts of data and learn how to replicate complex assessment and decision-making processes. In this learning process, a second issue arises, that of bias. Programmers who create AI, whether consciously or subconsciously, have biases which they may transfer to the AI that they create. AI needs to learn which means it is important the data that is fed into the system is input into the right fields accurately. Famously, in late-2018, it was revealed that Amazon implemented an AI recruiting tool that showed bias against women. Experts are still addressing the main types of biases found in AI, which is why the human component is still key to recruitment. A skilled recruiter who understands these AI issues, and their own biases, can assess and evaluate candidates to make informed decision based on data and facts as well as their judgement.
Some recruiters may be reluctant to adopt AI solutions. As is the case in many sectors, many see this technology as their replacement, as mentioned above, instead of a useful tool. Or those seeking to be cutting-edge may lack the patience or understanding and give up because of overly high expectations. However, those firms that do not see AI’s benefits and do not sensibly integrate AI may find themselves falling behind other recruiters who are.
Furthermore, what we must always remember is the importance of human interaction. A benefit mentioned above was the time saved to spend with candidates. This is something that AI cannot replace – relationship building. In Thailand especially, vital to recruitment is the trust candidates and clients have for their recruiter. This is especially true when handling offers and counteroffers, a stage that requires tact and diplomacy that AI is yet to achieve.
What must candidates do to stand out?
Just as recruiters must learn to use AI to stay competitive, candidates must realise the role AI plays in their career path, particularly in Thailand.
Much AI relies on keywords and deploying fuzzy logic to include synonyms, word variations, and misspellings. But this is by no means comprehensive, so candidates must do their part. Candidates not native or fluent in the preferred language, such Thai candidates seeking positions with English-dominated multinationals, may find themselves overlooked for less qualified candidates because of “creative” spellings or unsuitable descriptors that AI would ignore. Semantic AI, where programming uses natural language processing to overcome such discrepancies, has come a long way, but it still requires human intervention.
Whether candidates are actively looking for a new position or not, job seekers must also maintain their presence on the proper databases. There are the obvious places such as LinkedIn as well as the many jobs websites that post CVs, but according to information from NapoleonCat there were only approximately 3.2 million Linkedin users in Thailand so candidates must be more visible in the future. Depending on the sector, there may be any number of industry-related platforms as well to showcase their skills and experiences. AI applications will target these information troves, so job hunters, active or passive, must include and keep updated their information so that the AI will “notice” them for the right position.
For example, this screening aspect of AI allows RLC to focus on evaluating candidates. By compiling contact information and sending a short assessment, RLC can provide clients with a more robust appraisal of candidates, including their potential for handling remote placements. Clients with unique hiring needs often find this innovative approach ideal.
RLC Recruitment embraces AI for clients and candidates
RLC is consistently looking at ways to stay ahead of the curve. Our aim is to continue to integrate the latest and best technologies into our recruitment processes. From video introductions, video campaigns, online interviewing suites to real-time candidate tracking interfaces and, of course, implementing AI throughout our processes, RLC blends these tools with our experienced team to provide the best recruitment solutions for our customers.
By using these tools, we can optimise the recruitment processes in Thailand for our clients. This includes those who have international decision makers as we radically reduce response times and improve communication. By using the latest technologies, RLC has garnered trust and authority for all aspects of recruitment, from junior hires to C-suite searched, as our clients have been able to reduce their hiring lead time by up to 30%.
If you are interested in working with RLC to optimise your recruitment processes, please reach out to RLC by completing the contact form below.