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The recruitment industry has long relied on traditional methods to source and select candidates for open positions, but the emergence of artificial intelligence (AI) will transform the way companies approach hiring. The world of recruitment is rapidly evolving, and with the increasing capabilities of AI, the future looks different.
According to Forbes:
AI has the potential to revolutionize recruitment practices in various ways, from identifying and sourcing candidates to predicting their success in the job (Forbes Coaches Council, 2018).
Just as the internet revolutionized the way we communicate and access information, AI has the potential to revolutionize the way we process and consume information. The internet allowed companies to expand their reach and access new markets in ways that were previously impossible, and AI has the potential to do the same. By automating certain tasks and providing more data-driven insights, AI can help companies find the best candidates for the job.
While the dot-com boom of the 1990s did create new job opportunities, it also resulted in the loss of many traditional jobs. According to a report by the Bureau of Labor Statistics, the internet and e-commerce led to the displacement of 369,000 jobs in the United States between 1997 and 2001 (Brown, 2002). However, it's important to emphasize that the dot-com boom also created new job opportunities in areas such as web development, digital marketing, and e-commerce. The same can be expected with AI in all jobs. While AI may replace some tasks, it will create new opportunities and improve the efficiency of the recruitment process. New job opportunities in areas such as data analysis, machine learning, and AI software engineering. Specific to recruitment, companies will need AI HRIS implementation specialists who can help them integrate AI tools into their recruitment process, as well as data analysts who can make sense of the data generated by these tools. Similarly, talent acquisition specialists will still be needed to build relationships with candidates and create a personalized candidate experience.
However, there are potential risks associated with using AI in recruitment. One of the most pressing concerns is the potential for bias. For example:
Amazon's AI-based recruiting tool was found to be biased against women (Dastin, 2018).
In 2018, it was reported that Amazon had developed an AI-powered recruiting tool designed to help identify the best job candidates. However, an analysis of the tool found that it was biased against women, as it had been trained on a dataset that predominantly consisted of male resumes. As a result, the tool downgraded resumes and preferred candidates who had more traditionally male-dominated interests and experiences (Dastin, 2018). This incident underscores the need for caution when using AI in recruitment, as well as the importance of ensuring that algorithms are carefully designed and tested to avoid bias. It also highlights the need for human oversight in the recruitment process and the ongoing importance of building diverse and inclusive workplaces.
Furthermore, as noted in an article by Human Capital Magazine, AI raises legal concerns. If an AI tool makes a mistake in the recruitment process, who would be held legally accountable? According to Amy Robertson, Director of Social Analytics at ING, "if the outcome of an AI tool results in discrimination or a violation of human rights, then the company can be held accountable" (Robertson, 2019).
Despite these concerns, the potential benefits of AI in recruitment are significant. According to Forbes, "AI's ability to identify patterns in vast amounts of data and learn from that data means it can identify the best candidates for a job more quickly and accurately than a human recruiter ever could. AI can also help reduce the workload of recruiters, allowing them to focus on tasks that require a human touch (Gale, 2018).
Overall, the rise of AI in recruitment is likely to be a game-changer for the industry, bringing both opportunities and challenges. As companies embrace these new technologies, it will be important to carefully consider the potential risks and benefits, and to work towards building diverse and inclusive workplaces that leverage the best of both human and machine capabilities. AI potential to transform the recruitment process is significant. However, as the Amazon case highlights, there is still a long way to go before AI becomes a significant part of the recruitment process. Recruiters should approach AI with caution and ensure that they use it ethically and legally.
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Brown, C. (2002). The internet, e-commerce, and the U.S. economy: A five-year retrospective. Monthly Labor Review, 125(3), 3-16. https://www.bls.gov/opub/mlr/2002/03/art1full.pdf
Forbes Coaches Council. (2018, August 10). 10 Ways Artificial Intelligence Will Change Recruitment Practices. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2018/08/10/10-ways-artificial-intelligence-will-change-recruitment-practices/?sh=6c6487123a2c
Mallin, E., & Vincent, J. (2018, October 9). Amazon scraps secret AI recruiting tool that showed bias against women. Reuters. https://www.reuters.com/article/us-amazon-com-jobs-automation-insight-idUSKCN1MK08G
Reyes, M. (2019, January 3). If AI makes an HR mistake, who's held legally accountable? HRD Canada. https://www.hcamag.com/ca/specialization/hr-technology/if-ai-makes-an-hr-mistake-whos-held-legally-ccountable/437792?e=dXNlckBleGFtcGxlLmNvbQ&utm_content=&tu=&utm_campaign=Editorial-HRDC-NS&utm_medium=social&utm_source=linkedin&hss_channel=lcp-15179473