It seems like Artificial Intelligence is becoming an inevitable tool in almost every segment of the business, from introducing chatbots and communicating with clients, through advanced analytics and strategy plans, and up to recruiting. Of course, it doesn’t mean that robots will lead interviews with candidates, but recruiters will use AI technology to collect as much data as possible to assess your profile and work potential.
AI automatically reviews material such as resumes, written recommendations, and job applications. Machine learning can compare experience and skills and, according to gathered data, make the assessment and further ranking.
AI uses an application similar to a computer game, with a seemingly simple task that still requires a lot of attention, calmness, and good judgment. This way, AI can evaluate the cognitive and personal characteristics of each candidate.
Chatbots are algorithms that understand and use written human language, and they are usually used for text-based job interviews. Such tools can make intelligent conversations using apps like WhatsApp or Messenger.
Recruiters can also collect data by using applications from earlier candidates with a similar profile to predict their future in the company.
Many companies are using already existing tools to perform such assessments.
American company HireVue invented an AI-based video platform that is in use for job interviews and can evaluate a candidate, even predict his or her success in a potential job.
The Arya platform offers even deeper scanning and more accurate candidate evaluation with machine learning by using a more extensive database, from the internal recruitment database to the candidate’s Facebook profile. They guarantee that they can guess the exact profile of the applicant, their abilities, the success they can achieve, and much more.
Linkedin Recruiter is also an algorithm for ranking candidates, while ZipRecruiter uses AI to find a match for the candidates and job openings nearby.
Such an assessment can save HR’s time required to conduct interviews. However, many people think that selecting candidates by using prediction analyses can bring bias, loss of accountability, and transparency into the entire recruiting process.
AI predictive analytics used for hiring calls into question the ethics of both the companies that offer it and those who use it. Public opinion is that predictive analytics can be biased and non-transparent. Some companies, such as HireVue, have even faced legal action for providing inaccurate information and suspicion that the company has used face recognition tools in evaluating job applicants.
The event opened more questions and led directly to the Congress and the introduction of the Algorithmic Accountability Act that requires an examination of automated decision-making systems with a purpose to eradicate bias.
Many professionals think that, without personal contact with candidates, the recruiter cannot make the right choice. However, every HR manager spends a lot of time interviewing potential employees. Imagine a company like Google that receives millions of job applications in one year. At least part of its recruiting process must be automated.
Fortunately, AI can review all applications, find suitable keywords, pre-business success, and required skills. If AI developers succeed in eliminating bias, a major flaw that currently exists, it could be a huge help in hiring future successful workers.