Age of AI-based recruitment… What to expect?

The world is always heading towards a better future and artificial intelligence helps in making it simpler to achieve it. To improve the quality of professionals hired, organisations are constantly in search of better ways to hire and technology has proved to be a boon to identify the right candidates from a large pool of applicants. Just as the hiring process evolved from newspaper ads to online portals and social media sites, the next big wave is automation in hiring.

The recruitment industry is going through a metamorphosis today by adopting automated tests, artificial intelligence-based assessment, video CVs, psychometric evaluation, among others. These tools help organisations deal with a large pool of applications much more efficiently when compared to tasks being done solely by humans. This leads us to ask the question, why should recruiters embrace AI?

AI-based recruitment helps organisations to reduce time to hire, save cost and improve quality of hire which is free of individual biases that come from human perceptions. It also significantly improves the candidate experience as things are more streamlined. It also helps in building a personal database for the organisation by identifying passive candidates in addition to knowing how and when to reach them. AI tools can detect fraudulent practices and hence can control the quality of candidates more effectively. Retina, face recognition and eye movement capture made possible by using AI, cut down instances of impersonation during video interviews. Assessments created through proprietary methodology can be used for fresher and lateral hiring.



The use of AI in recruitment is not a trend that will become passe at some point. It is safe to stay, AI-Recruiting is sure to grow and dominate the space in the years to come. Nearly 76% of recruiters believe that AI’s impact on recruitment will be significant in the coming years. But with advancements of AI in a relatively newer field, this system too faces certain drawbacks.

As we talk about automation, it is often sensationalized as robots or machines conducting interviews. Contrary to popular perception, automation is being used to source candidates to schedule interviews, screen applicants and even conduct background checks. The technology is still in the nascent stage and needs to address several gaps. For example, gender issues need to be avoided. Amazon achieved its AI-based recruiting as they found it was unfair to women. Algorithmic discrimination can certainly be one of the major drawbacks. Human touch and valuable human judgment are missed out in AI-based recruitment. AI and ML engines learn over time, thus, its accuracy and reliability will also improve gradually.

With every coming update in technology and its usage, one must gear up for the new-age recruitment. The machines by monitoring every move of a test taker can identify them by personality type. A candidate’s answering pattern – known questions first, easy questions first or sequentially – helps engines recognize them differently. The candidates need to be familiar with video interview analysis. In the age of YouTube, one can learn almost everything with demos available online. Most of the AI-based recruitment platforms are mobile-friendly, so having a mobile-ready resume is a must for new-age recruitment.



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