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by CEO Maruf Ahmed
When it comes to efficiency and scalability in the recruiting process, artificial intelligence is unrivaled. The right combination of AI hiring tools can accelerate and improve candidate sourcing, screening, interviewing and general communication with much less human involvement. That said, candidates still crave a level of human connection that often gets lost when technology becomes the top focus.
A survey conducted by Talker Research for Newsweek found that 43% of people were uncomfortable with artificial intelligence conducting job interviews, and 48.8% of people prefer a live person in customer service interactions.
That said, there’s a place for both artificial intelligence and human input in the recruitment process, and finding the proper balance of the two has the potential to significantly impact the success of your recruitment strategy.
The Strengths of AI in Hiring
Though many vendors will brag about the versatility of their tools, the technology is not yet at the point of artificial general intelligence (AGI), where a machine can master the range of human intellectual tasks. Instead, AI tends to excel with:
- Extraction
- Classification
- Summarization
- Text generation
- Rule-based tasks
Within the hiring lifecycle, that translates to a few different stages:
Sourcing and screening. Digging through job boards and social media in search of candidates is a tedious process that can be enhanced by artificial intelligence. Natural language processing tools can quickly extract CVs and profiles based on clear criteria and then rank those candidates, summarize their credentials and offer comparisons.
Rather than just accepting the output at face value, organizations can refine search parameters or use AI agents to proactively learn how to improve recruitment strategies. Just make sure that you evaluate the processes, determine how AI makes decisions and pinpoint potential biases in the hiring process.
Candidate engagement. Though authentic interactions with candidates are still important, there are some exchanges of information that don’t require a living person on the other end. The ability of generative AI tools to create messages for emails, texts and even social media can free up recruiters to handle tasks that require true human customization.
Which types of engagement activities are best automated? Generally, messages that are designed to schedule interviews, solicit feedback, and give an update with routine steps to be taken next. The activity that best lends itself to automation includes any instance where the content is predictable, concise and comprehensible.
Where a Human in the Loop Matters Most
Though artificial intelligence can boost efficiency and accuracy, let’s be honest: It needs oversight. Unlike a human being, this technology can’t practice the introspection needed to reflect on its biases, prejudices or blind spots. We’re seeing the rise of self-correcting AI agents, but even these tools can only reevaluate their path if humans are aware of where they are falling short. That’s the value of a human in the loop.
Let’s start by looking at promoting fairness and mitigating bias. Most artificial intelligence tools reflect and even amplify the biases found in their training data. That bias doesn’t need to be conscious to have a negative impact. Dedicated human insight is needed to regularly audit results, identify biases and correct unfair outcomes.
Taking the time to build genuine connections with candidates also yields a strong return. Dexian’s Humankindex report found that nearly six out of 10 workers surveyed believe today’s environment has created a greater need for kind leadership and cultures. Interacting with candidates by giving them feedback and a sense of belonging makes them want to work for you and your clients.
Having a human in the loop can help you address the nuance that is often lost in the data. For example, AI struggles with context, often disqualifying people with career gaps due to caregiving or following non-traditional career paths. Humans are better at interpreting individual stories with empathy and seeing the singular value in uncommon talent. Yes, AI can score résumés, but only people can gauge true potential by analyzing career history and fit as a whole.
As you continue to fold more AI tools into your strategic recruitment mix, remember that the best hiring decisions result from the proper balance of human analysis and technological efficiency. The companies striking that balance are not only hiring the right talent but becoming more productive, profitable and competitive.
This blog is also featured in SIA’s Staffing Stream column.
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