How is Artificial Intelligence changing the recruiting process?
For us, at Markas, people are our greatest asset and the secret ingredient to our success. With more than 6.000 received resumes per year, optimizing the hiring process or selecting the right talents is crucial.
But is Artificial Intelligence (AI) really indispensable in recruiting? Is machine learning a one-way street and can it really substitute personal communication or human judgement?
Artificial Intelligence for time efficiency and quality
Time-to-hire and quality-of-hire are two key indicators for recruiting efficiency. Incorporating Artificial Intelligence (AI) into the hiring process can save time by screening and identifying candidates with the right skills and experience faster.
‘A large part of a recruiter’s time is often spent on going through resumes. Thanks to Artificial Intelligence (AI) this process can become much faster. At the same time, machine learning also means more organized data, less repetitive tasks and more time left to engage with your current employees or shortlisted candidates. However, while Artificial Intelligence (AI) can be the right solution for recruitment specialists in larger corporations where there is a larger volume of resumes, for smaller businesses that have different kind of requirements or budgets sometimes Artificial Intelligence (AI) is not equally efficient’ says Alessandro Cench, Markas’ HR, Selection & Organization Manager.
But is Artificial Intelligence (AI) really indispensable in recruiting? Is machine learning a one-way street and can it really substitute personal communication or human judgement?
Artificial Intelligence for time efficiency and quality
Time-to-hire and quality-of-hire are two key indicators for recruiting efficiency. Incorporating Artificial Intelligence (AI) into the hiring process can save time by screening and identifying candidates with the right skills and experience faster.
‘A large part of a recruiter’s time is often spent on going through resumes. Thanks to Artificial Intelligence (AI) this process can become much faster. At the same time, machine learning also means more organized data, less repetitive tasks and more time left to engage with your current employees or shortlisted candidates. However, while Artificial Intelligence (AI) can be the right solution for recruitment specialists in larger corporations where there is a larger volume of resumes, for smaller businesses that have different kind of requirements or budgets sometimes Artificial Intelligence (AI) is not equally efficient’ says Alessandro Cench, Markas’ HR, Selection & Organization Manager.
Artificial Intelligence: unbiased or impersonal?
For sure, Artificial Intelligence (AI) can be a valuable recruitment tool. But can it really replace personal communications and the human factor?
‘Indeed, Artificial Intelligence (AI) can guarantee a certain level of impartiality during the hiring process but algorithms are created by people who might also have their own biases. In fact, New York City is now considering putting in place certain restrictions regarding the use of Artificial Intelligence (AI) in public sector recruiting*. At the same facial recognition tools and chatbots at times can create additional anxiety to candidates providing in this way misleading results’ says Alessandro.
‘For the time being, it’s hard for recruiting algorithms to replace human beings or personal contact. That’s why HR professionals should use Artificial Intelligence (AI) with cautiousness. The key is maintaining the balance between human empathy and machine intelligence, especially in companies that focus on services and human interaction’ concludes Alessandro.
*source https://www.focus.it/tecnologia/digital-life/new-york-mette-al-bando-ai-per-selezione-CV
For sure, Artificial Intelligence (AI) can be a valuable recruitment tool. But can it really replace personal communications and the human factor?
‘Indeed, Artificial Intelligence (AI) can guarantee a certain level of impartiality during the hiring process but algorithms are created by people who might also have their own biases. In fact, New York City is now considering putting in place certain restrictions regarding the use of Artificial Intelligence (AI) in public sector recruiting*. At the same facial recognition tools and chatbots at times can create additional anxiety to candidates providing in this way misleading results’ says Alessandro.
‘For the time being, it’s hard for recruiting algorithms to replace human beings or personal contact. That’s why HR professionals should use Artificial Intelligence (AI) with cautiousness. The key is maintaining the balance between human empathy and machine intelligence, especially in companies that focus on services and human interaction’ concludes Alessandro.
*source https://www.focus.it/tecnologia/digital-life/new-york-mette-al-bando-ai-per-selezione-CV
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