New research reveals the use of artificial intelligence (AI) in the recruitment process is deterring top talent from applying for key roles and damaging employer brand
· 86 per cent of job seekers would rather a human looked at their CV than a robot
· Nine in 10 candidates prefer a human to conduct a job interview
· 73 per cent of respondents state their perceptions of a business would be negatively impacted by a fully-automated recruitment process
· One in five candidates actively dislike video interviews
The Impact of Artificial Intelligence within the Recruitment Industry: Defining A New Way of Recruiting – was researched and authored by James Wright, Technology Consultant here at Carmichael Fisher. The findings of the report were presented at the 2019 WEI International Academic Conference on Business, Economics, Management and Finance at the Harvard Faculty Club in Boston, USA.
The whitepaper looks at Artificial Intelligence and the growing influence it is set to play in the the recruitment industry. Specifically considering how the introduction of Artificial Intelligence will influence employers and candidates for roles throughout the recruitment process. This considers the initial job posting through to candidate search and finally interviewing and evaluation of candidates. The purpose of this is to establish the recommended approach for recruiters, both in-house and consultancies, to make hires following the inevitable changes in the industry that will be seen.
AI defining a new way of recruiting?
The report also examines the use of AI in typical candidate selection processes, such as analysis of the CV and job interviews. Its purpose was to identify areas of hiring that were putting off candidates, as well as where AI could be better utilised.
Significantly, the study indicates positivity towards AI for its ability to lessen bias and improve diversity levels as part of the wider hiring process. The report outlines that the use of smart assessment tools such as gamification and video analysis technologies will deliver more objective assessments of candidates. It also found that AI will enable faster and fairer applications – reducing fallout rates and improving diversity.
However, when AI is used as part of the CV reading process there is aversion: 86 per cent of research participants stated that they would rather a human looked at their CV. Interestingly, most candidates said they would not want a business to make a hiring decision based on their CV alone. Both recruiters and candidates seem to agree that “the CV is dead”, although there is little consensus on what could replace it.
The study also asked whether the complete automation of the hiring process was favourable and 73 per cent of respondents stated that it actively worsened their perception of a business. Considering automated job interviews, nine in 10 of the individuals asked agreed that they would rather a human interview them than a robot, again indicating that favourable attitudes exist towards human interaction.
When looking at the recruitment process and candidate perception of a business, a good culture came out on top – 79 per cent of people surveyed considered this important. Four-fifths of respondents also stated that they would normally ask questions about the company in an interview. This further demonstrates the need for personal communication in hiring, particularly as top talent remains in the driving seat in a candidate-driven employment market.
To answer this question, interviews have been conducted with experts in the industry, contrasting these with the opinions of employees and job seekers and finally analysing the trends of an observation. These primary research findings have been contrasted with the existing literature on the topic. As a result this paper concludes that there is a new recommended process of recruitment to be followed. This process will require significant structural and technological change in recruitment processes but will enable teams to maximise the efficiency and effectiveness of their talent acquisition strategies. As a result the standardised process of recruiting for roles will be flipped, from a trial and error process, to a test for success model.
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