Artificial Intelligence (AI): Will Machine Replace Human In The Recruitment Process?
Optimus Prime figure in the movie of Transformer, Auto in Wall-E, or Ultron in Avengers the Age of Ultron, those are probably things that crossed our minds when we hear the term of Artificial Intelligence (AI). AI is basically a device that imitates human cognitive functions associated with ‘learning’ and ‘problem solving’.
In the future world of recruitment, AI is predicted to disrupt the work flow of recruitment process by making the process more efficient, transparent, and objective. There is a rising sentiment that grows along with the increasing number of AI adoption for recruiting in the digital age: Machine will replace human in the recruitment process just like the robots in those science fiction. Is it true?
AI streamlines the process
Based on the survey results of a trusted AI software recruiting site, as many as 52% of surveyed recruiters recognized the hardest part of the process was screening candidates since they are dealing with hundreds of data. A manager could spend up to 23 hours just to sift resumes of an applicant.
The presence of AI will automate the recruiting work process related to the collection and processing of resume data and other predicted activities. For example, AI prevents the accumulation of non-compliant candidate applications, selects ‘strong’ candidate profiles, and helps to analyze candidate personality during interviews through face & voice recognition technology. The use of AI will make the process be untouched by company intervention that makes it transparent and objective.
However, AI presence does not necessarily eliminate the role of humans because none of the current smartest machines has true insight into the complexity of human thought. Self-driving car does not automatically learn to recognize pedestrians and traffic signs. Similarly, Google Translate cannot translate a language fluently without the data and algorithms programmed by the engineer.
AI augments human intelligence
The human touch in the recruitment process – for example, background checking – is still needed because AI in recruitment is not made in place of humans as a decision maker. Instead of spending a great deal of time gathering, reading and filling information, recruiters will spend more in interpreting, identifying, and understanding risks and potential risks based on information provided by AI and encountered in the field.
For example, when recruiters should contact and communicate with references to ensure that the data written on the applicant’s resume is correct. Activities that require human interpretation cannot be automated by AI.
Ultimately, the decision to recruit remains the task of the recruiter. In other words, the streamlined recruitment process will reduce the amount of manpower, but that does not mean will replace the manpower entirely. Human intelligence is still needed in future recruitment processes and the presence of AI augments it.