Using AI to Recruit in a Technical Sector

AI is here to stay and is already having an impact on the recruitment process.  AI can process multiple applications efficiently, screen applicants and reduce time burden for the hiring manager.  In the current employer driven market, AI can offer a cost effective solution in terms of streamlining recruitment.

However, is AI an appropriate tool to use for recruitment in all sectors and situations?  Here are a number of scenarios where I believe that an experienced human can do better (yes, I would say that):

·       Technical screening – involves the recruiter knowing which questions to ask, whilst understanding responses within the wider technical context.  Something that AI can perform perfectly well with appropriate programming, but sometimes things are slightly more nuanced when determining an applicant’s level of knowledge/experience.  Follow up questions and gentle probing often reveal a closer truth.

·       Personality fit – particularly important for a small organisation or close knit team.  In these situations we might be looking for particular attributes which aren’t to be found on the CV – flexibility, ease of communication, congeniality, culture fit, sense of humour even.

·       Role promotion – part of the recruiter’s job is to positively promote the vacancy, engage with candidates and provide a feel for the role/company.  Conversely, the screening process offers an opportunity for recruiter and/or applicant to conclude that the application should not progress, saving time and effort for the hiring manager further down the line.

·       Candidate journey – how often do we hear the story of a candidate’s convoluted, time consuming application resulting in automated rejection within a few minutes of hitting “apply”?  Perhaps in a different recruitment cycle employers pivot towards a more positive and “human” candidate experience.

·       Relationship building – an unsuccessful application is often down to a case of “right person for our company, wrong fit for the role”.  It is the job of the recruiter (internal or external) to maintain rapport with the candidate until that better suited opportunity arises.

We need to adopt technology such that the quality of the process is improved, not just the speed.