Artificial intelligence not only dominates headlines these days, it’s literally everywhere — including your job search. AI-enabled tools such as applicant tracking systems (ATS) now command the typical job screening process, often eliminating candidates before they ever make contact with a living, breathing mortal.
The lack of a human touch causes frustration and confusion for job seekers, and the demand for increased transparency and regulation of these types of emergent technology is on the rise. How can organizations ensure that job candidates receive all of the advantages of human interaction throughout the imperative hiring process?
A Blessing and a Curse
Generative AI (machines that mimic human intelligence to perform tasks) and machine learning (a type of artificial intelligence that “learns” from data patterns without human direction) are changing the ways in which we go about our days — from research and coding to content creation, and, yes, human resources and the hiring process.
Automated software, massive professional databases and one-click applications now monopolize the hiring and recruitment process. But is all of this automation and lack of human intervention really for the betterment of employers and employees?
When human contact isn’t present in the hiring process, how can employers ensure they’re finding candidates who have the specific hard and soft skills that they have identified as essential to their organization’s success? Can hiring managers feel confident that qualified candidates aren’t slipping through the cracks? Can AI overcome concerns of discrimination in the workforce?
As automated software makes critical recruitment decisions, often without any human oversight, fundamental questions about employee privacy, accountability and transparency arise. In addition, because applicants never know which algorithms are being used by the companies they’re applying to, nor who (or what) is ultimately making the hiring decisions, job seekers can feel unfairly overlooked and disqualified. And, because these systems are unique to each individual company, the systems are not uniformly regulated — which can elicit ethical concerns.
Clearly, when used properly and intentionally, the potential of generative AI in hiring and human resources is great. However, as with any new terrain, the landscape of risks as well as opportunities will continue to evolve in the coming weeks, months, and years. As generative AI becomes increasingly incorporated into business, society and our personal lives, we can also expect a new regulatory climate to take shape. As organizations begin experimenting more and more with these tools, business leaders need to weigh the benefits and risks in equal measure.
Putting the Human Back In Human Resources
Recruitment by its very nature is a human-powered process. Even when enabled by machine learning, hiring involves people at all levels of an organization — from HR to the C-suite. After all, the system that turns a prospective job candidate into a full-fledged employee cannot be replicated without the work of humans at every step. Even when a new worker is remote, effective onboarding practices require regular and meaningful interaction with their colleagues, managers and mentors — or else, studies show, they are highly likely to leave.
Currently, HR tech and human resources professionals are reasonably at odds. Recruiters feel the hiring process still rests on their discretion and decision-making, and rightfully so. Anytime we lean on tech, it should be to enable engaging with more candidates and from a more diverse and dynamic talent pipeline.
The Future Is Now
The latest technological tools have the power and the potential to revolutionize hiring and human resources by freeing up professionals to focus on people, not processes. That is the best case scenario for how artificial intelligence can transform the way organizations discover and hire the best candidates and onboard them successfully into the company.
However, even with all the tech tools now available, considerations such as human connection, critical thinking, judgment and trust-building remain golden in recruiting. The 20/20 Foresight Executive Marketing & Job Finding career consulting experts offer job seekers a dedicated team who work with you hand-in-hand to develop a powerful personal brand.
Together, we’ll refine your resume so it’s ATS-proof, polish your online presence, and develop your interviewing skills so your unique offerings stand out from the crowd. And, most importantly, we’ll connect you with hiring managers at the companies where you want to work — the ultimate in human-driven networking.