AI (Artificial Intelligence) Recruiting: The Good, the Bad, and the Solution

AI (Artificial Intelligence) Recruiting: The Good, the Bad, and the Solution

Enterprise technology advances are inevitable, and oftentimes, welcome. They can ease efforts and manage nuisances that impede company progress. Other times, employees can see technological advances as a threat, worrying their jobs are at risk of outsourcing, downsizing, or repurposing. The latest technology in the HR world falls somewhere in between: AI recruiting. How does this recent development affect your company? If you are unfamiliar as of yet, browse the following pros and cons list to see why some employers are for or against AI-supported recruiting.

The following information is sourced from AI Recruiting reviews discussed in Forbes magazine:

AI Recruiting Pros:

  1. Increased searching efficiency

Recruiters can spend hours, if not full business days looking for the right candidate (Forbes says companies average 13 hours per week sourcing candidates for one role). This practice can be high in financial and opportunity cost.

Additionally, individual recruiter capacities are limited (because of humanity, really). Comparatively, AI resources are always increasing in software functionality and capabilities. Often, human interfacing searches can ignore potential candidates from pools that AI doesn’t, including but not limited to former employees, former applicants, and those with SEO-compatible résumés. AI is also capable of searching out passive candidates, who often have a higher rate of positive impact on a company. The programming of AI recruiting can translate straightforward, pre-programmed algorithms into successful recruiting efforts.

  1. Bias reduction

Reducing bias when hiring a diverse workforce is not only a social and cultural hot topic, but crucial in company success (see DMarie’s recent blog post on Inclusion and Diversity Recruiting here). Software and AI programs can help reduce unconscious bias in human recruiters reviewing applications (similarity bias, for example, is where interviewers or recruiters tend to favor candidates that seems “like them”) with their straightforward programming. Other software, including simple browser extensions, can remove names and photographs from resumes to decrease conscious or unconscious racial biases.

  1. Increased engagement

AI technology can also positively increase engagement for individual job postings. Recruiters can optimize their searches for candidates with refined algorithms, and potential candidates can engage in basic, preliminary questions that can act as a first-level interview. Generally, increased use of technology platforms (cue social media engagement) have shifted how people apply for jobs (mostly digitally now), allowing for broader candidates and more refined AI filtering. Unfortunately, digital engagement doesn’t accommodate for interpersonal discussions, which is where…

The cons of AI recruiting come in:

  1. Technology is fallible

We can confidently assume that if you’ve ever used a computer, you know that technology can be great, but it’s 100% fallible. So, yes, advancements for AI recruiting have optimized certain areas of résumé reviews, however, the programming being done by humans (and peer-reviewed by more humans) can bring it closer to error-free, but not fool-proof. In a similar vein, it’s important to recognize that AI programs are primed to adopt patterns, which may not always be beneficial, especially when the patterns are not intentionally selected by the programmer. All of this room for error increases the risk of missing “unicorn” candidates tenfold when coupled with inconsistently structured resumes, which may fall outside of the parameters set by the AI. All of these liabilities increase risk for companies who downsize their recruiting resources in favor of AI-dominant recruiting.

  1. Humans are fallible

People, like machines, are also fallible, and subject to emotions and prone to errors. This includes distrust. Many are still adjusting to AI and digital recruiting practices, and oftentimes distrusting of a robot answering their questions and receiving their personal information. Increased hacking scares and information leaks from companies known as reliable and trustworthy tend to exacerbate these feelings.

Others may make errors in both locating the proper location to submit a résumé, or even in the submission and preliminary application process itself. Digital recruiting limits the applicant pool exclusively to those who meet all system requirements.

  1. The human touch is missing

Arguably, the biggest hindrance to digital AI recruiting is the lack of a human touch. AI technology, despite its best efforts, cannot replace what human interaction can do for recruiting. A recruiter is able to assess personality, demeanor, and other soft skills better than any available bot. Similarly, cultural fit is vital to longevity for employees and overall job satisfaction, and human recruiters are better able to predict such a fit when performing in-person assessments. Finally, and arguably most importantly, critical thinking and decision-making skills are 1) not possessed by all persons and 2) indiscernible by a robot. Ultimately, the personal touch can avoid embarrassing and unproductive hiring mishaps.

So how does one weigh each pro and con from the list, especially considering AI Recruiting is changing the face of the practice globally? Whether it is wholly positive or negative can only be determined by each operation. Ultimately, trusting a company knowledgeable of the ins and outs of both traditional and AI-driven recruiting practices is your best solution. Navigating these emerging technologies is challenging, and no hire is a perfect fit. That’s not to say, with the right help, that you can’t find the best fit for your needs.

Understand the role and potential of AI by partnering with a small company that specializes in recruiting. The result is sure to be a custom blend of both traditional and modern recruiting practices, guaranteeing a hands-on approach to finding you the best candidates. Experienced, connected, professional, and equipped with an undeniable personal touch, DMarie & Co. is ready to get to know your specific needs and help you find your next perfect team member.


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