There is a lot of talk about the impact of Artificial Intelligence (AI) on the recruiting process. While there are legitimate concerns, there is tremendous upside potential for talent acquisition teams when used correctly.

There Are Multiple Subsets of AI

There are multiple types of AI that can be utilized by businesses. In practice, these systems and applications may incorporate multiple AI techniques and technologies to achieve their desired functionality. This means the different types of AI are usually combined in a single platform as opposed to being used as separate tech stacks.

Most recruiting AI is likely using a combination of generative AI, machine learning, and natural language processing. These can be combined into “recommendation engines” that help organizations capture data, expedite skills matching, and interpret candidate communications to generate human language like responses.

AI is basically a Sherpa, that carries the burden and guides the user to the summit.

The Biggest—and Most Legitimate—Concern Is Encoding Bias

Consider the impact of AI coding created by non-diverse teams. What is the impact on under-represented groups?

Learning models also raise concerns. If biased actions are the examples referenced during machine learning, these will become automated responses in the future. Consider someone declining resumes based on foreign names or not having a degree when a degree is “preferred,” these situations will be replicated if the they are included in the data used to train the system.

Thus, there is potential for bias encoding to begin during the initial development and carry on through the entire process as unconscious and actual bias are “learned.”

So How and When Is AI Beneficial in the Recruiting Process?

First, AI can deliver by automating transactional tasks that do not require subjective decisions. Think of tasks like negotiating calendaring availability. For example, using conversational AI, you can deliver an engaging experience while automating the process of scheduling time across multiple people’s calendars. Automating these tasks can also limit headcount and free up your team to focus on work that adds more value (like engaging candidates.)

Second, it can be a tremendous benefit by delivering information candidates are most interested in. AI is a useful tool in helping understand desired content and quickly deliver it. This could be as simple as the jobs that candidates are most interested in to something more complex like delivering information about their decision-making factors (benefits details or workplace culture.) This increases your candidate pipeline and lowers your cost for talent acquisition.

Finally, it can also be a great source of gathering information. Using AI to capture contact information and interests when people visiting a career site are not ready to apply can create potential candidate pools.

There is also space for AI in pre-screening when it is clearly objective data – example: bona fide occupational qualifications such as willingness to work specific locations, days/hours, or required licenses.

Bringing these all together: Using a good AI tool would allow you to decline unqualified candidates, hold qualified but not top pier candidates, and automatically schedule top-tier for more engaging screening. All the while, helping position the organization as an employer of choice by delivering the information a candidate is interested in.

Tim Koirtyohann

Tim is the founder of Charitable Recruiting, a recruiting solutions provider focused on making a difference in the communities served. Based in Dallas/Fort Worth, Tim has provided international recruiting strategies & support to companies like Sunbelt Rentals, Reece USA, & others to help solve labor supply issues. Charitable Recruiting offers consulting in contingent/retained searches, data analytics, and talent acquisition strategy/technology solutions to improve recruiting outcomes.


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