How AI will affect recruitment

Applicants quickly realised the potential of AI for writing covering letters and CVs. If needed, a tool like ChatGPT can generate hundreds of words in seconds. But are they the right ones and what do they tell employers? 

 

Potential employers ask for a covering letter to help assess candidates’ suitability for a role. If they question whether it was AI-generated is it any use? If a clear and well-structured CV looks impressive but was created by a chatbot is it helpful or valid? AI-assisted preparation of an impressive application probably isn’t unethical, but it could be self-defeating. 

 

Recruitment agencies and employers are aware of the trend so applicants could soon need to prepare for alternative recruitment models. New approaches designed to drill more deeply into a candidate’s personality could exclude accurate but characterless AI applications. On-the-spot interview presentations might replace those prepared in advance so each applicant can showcase their creativity. Face-to-face interviews and exercises might help to discover how someone fits with organisational culture and to demonstrate their people skills. 

 

Candidates should also understand that employers are starting to use AI tools for skills and personality assessments. If your application doesn’t pass these tests it won’t go any further. With businesses focusing more on skills and suitability rather than qualifications this could become and increasing trend. 

 

A recent survey found that four out of 10 companies already have plans to use AI interviews in their recruitment process by 2024. 15% say AI decisions on candidates won’t have any human input. 

 

From sourcing and screening candidates to conducting interviews, finding suitable new employees is an art and a science. AI can automate and simplify many of the tasks to save time and resources. But will this lead to better choices? 

 

Recruitment efficiency. Sourcing candidates, screening CVs, scheduling interviews, and coordinating hiring managers are all time-consuming. While the time to fill a vacancy varies across sectors the overall average is currently 44 days. Anything that speeds up the process is a welcome improvement. AI tools can quickly sort through thousands of applications to identify qualified candidates. 

 

Overcoming bias. While the risk AI reflects bias is still under debate, hirers’ unintended bias can affect the most rigorous recruitment process. This can lead to hiring errors or missed talent. Well-built AI processes can help address this concern, objectively screening candidates based on qualifications, skills and experience. They are uninfluenced by factors such as age, gender, and race. 

 

Better recruitment choices. AI can improve evaluation of key requirements for job roles and help assess the recruitment process. Used carefully this can support better choices. Online assessments can allow candidates to showcase their uniqueness and provide in-depth reports on candidates’ strengths, weaknesses, and personality traits. 

 

Onboarding. AI-based tools can also automate engaging and personalised onboarding experiences for new employees. Chatbots can simplify the process of collecting standard information and free up time for more complex parts of the journey. 

 

If both candidates and employers use AI its effects and benefits could disappear. However, AI can help improve a more traditional style of recruitment that’s all about people. 

 

Candidates must understand there aren’t any shortcuts to finding their ideal next job role. It requires commitment and focus for each step in their career. 

 

For employers, situation-based face-to-face interviews with relevant questions are still the most effective way to assess an applicant’s suitability. While some employers might have moved away from this approach, hiring managers need to rediscover their listening skills.