Technology

4 ways How Artificial Intelligence Is Changing The Recruitment Process

Artificial Intelligence Robot

https://www.wsj.com/video/series/moving-upstream/artificial-intelligence-the-robots-are-now-hiring-moving-upstream/2790C6B9-4E47-4544-9331-36DB418366CF

Artificial Intelligence and Big Data Analytics are definitely romping the race. Ineluctably subsumed in almost every present day smart devices, machine learning algorithms are sweeping the restrictions spanning all the boundaries. The most recent entry of AI comes in the form of your potential recruiter!  The Wall Street Journal article explains how companies such as DeepSense and Frrole AI are transforming the norms of hiring through Artificial Intelligence and Big Data Analytics. While DeepSense uses an AI-based algorithm to understand the facial expressions and keywords during an interview, Frrole AI filters the potential candidates through their social media activities. Let us now try to understand how this can impact the process of hiring, how it would benefit the recruiters and the applicants and are there any challenges?

1. Simplifying the hiring process

This might sound banal, however, for any automation level, this should be inevitably cited as the first advantage. The process saves time and money for all the stakeholders involved. The decisions are quicker and the rejected lot can look for further options. The recruiters also get the positions filled quickly compared to the traditional process. The latter can also be too costly to companies wherein they spend days interviewing candidates who do not match with the company expectations.

2.Reducing the chances of individual bias

 

Headhunters

Ensuring complete transparency during the interviews is often taxing for companies. Many companies hence, resort to having external members on the board for key positions, but of course at a cost. Through AI based hiring, this can be reduced considerably. Though some argue that there is a highly dangerous possibility of collective bias due to the possibility of tweaking the algorithm itself, with due diligence this can be easily controlled. Moreover, any favoritism in the algorithm to a particular section of people should be intentional and aimed at building the organization culture around the selected group of people.

3.Controlling attrition

Whom to hire next?

 

Companies often lose out high performing employees to their competitors and get informed when it is too late. Through social media activity tracking possible with AI, the employers can continuously monitor their employees, their preferences and can act accordingly. This helps in establishing a good rapport with the employees.

4.Challenges

Any innovation comes with caveats. While recruiting through AI based platforms, it should be checked if it gives unscientific weightages to minute facial expressions which might unfavorably skew the results.

Seeds For Happy Learning :-):-)

Behaviorally Anchored Rating Scale  (BARS)

It is an appraisal technique wherein the raters identify and list the important KPIs (Key Performance Indicator) of a particular job. They further collect information regarding the critical behaviors that distinguish between the successful and unsuccessful performers. The behavior is then coded into numerical values which is used for rating the performance.

References

Sameen, S., & Cornelius, S. (2015). Social networking sites and hiring: How social media profiles influence hiring decisions. Journal of Business Studies Quarterly7(1), 27.

 

 

 

About the author

Shalique M.S

Research Scholar, IIM Kozhikode

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