How AI will change recruitment in 2023
You would have had to be living under a rock to not have heard about AI recently. It is a world-changing and here-to-stay technology and is becoming an increasingly important tool in the recruitment process.
Here are some of the ways AI will change recruitment in 2023:
1. AI Screening
Something that will be cropping up more and more in 2023 will be the use of AI in screening resumes and cover letters, eliminating the need for recruiters and hiring managers to spend hours reading through applications. This can of course never account of a human eye at picking up on transferable skills or potential so it will raise a question of whether an employer wants to hire based solely on previous experience and skills listed on a resume. Either way, having the right language on a resume will be more important for candidates than ever before and this is certainly a huge time saver for in the recruitment screening process for recruiters and hiring managers.
2. Chatbots
Another AI-powered tool that will be changing the way recruitment is carried out are chatbots. Chatbots are already part of the family in a lot of companies and recruitment agencies and will likely be a regular tool used to interact with candidates, answer their questions, and schedule interviews, automating your everyday conversations that can be quickly & automatically addressed, saving a lot of time for both candidates and hiring managers & recruiters.
3. AI powered video interviews
AI-powered video interviews are a tool that some companies will be introducing into their recruitment process. A Harvard Business Review article found that “up to 86% of employers use job interviews mediated by technology, a growing portion of which are automated video interviews (AVIs)”.
How can a computer interview a human you ask? It picks up on the data of the candidate encompassing visual (e.g. smiles), verbal (e.g. key words used), and/or vocal (e.g. the tone of voice).
This can potentially make it quicker and easier for employers to assess candidates' communication skills and body language. Is this something that is here to stay? It has its obvious drawbacks, with the limit of human interaction meaning the lack of ability to create a meaningful connection between candidates and hiring managers/recruiters as well as eliminating anyone that doesn’t fit in with the AI’s ‘brief’ and potentially creating an unpleasant candidate experience for some from talking to technology rather than a human.
This will be an interesting one to watch and may work for bulk recruitment projects where the requirements are generic and the benefit of saving time can be huge.
4. AI powered Content
One of the most accessible and every day ways AI can change the way recruitment is done is through AI powered content.
Chat GPT is an example of this. Through taking just seconds to ‘send a message’ to Chat GPT, hiring managers and recruiters can access content that can be used for job adverts, LinkedIn posts and for their employer branding.
With candidate behaviour having changed and traditional recruitment methods being limited in finding top talent, employer branding, personal branding & content creation are becoming increasingly more important in reaching top talent.
Using Chat GPT to assist with this can save hours of time that would otherwise be taken up planning and creating content.
However, AI driven content brings a limit on personalisation and individuality (as well as its own limitations as a new piece of tech). To not be lost in a sea of generic content, ensure you blend your own personalised content with the help of AI, using AI as an aid for content strategy, ideas or refining rather than relying on it solely.
Overall, AI can be a brilliant tool to save time, but it cannot replace human interaction, personalisation or empathy. As much as technology grows in the workplace, a huge part of recruitment is communication and interaction between humans and so we will always need…humans!
