Recruiters know how overwhelming it can be trying to find a candidate when the job market is contracting and the number of prospective candidates applying can usually number over 200, if not more during tougher times. Finding them is hard, working through them can be considered laborious.
These CVs are then whittled down, contact made, phone calls, video chats and then more interviews. And if none of the candidates are up to snuff, then the recruiter must start the whole process all over again. Then there are the back-and-forth meetings and calls and emails and reports for the client.
You can understand why many folks in the industry would consider AI as a panacea for their ills. Automation of repetitive tasks such as scheduling and screening. There is an idea that it can also reduce bias but, as we have noted in the past, that is a tricky thing to eliminate if the program has been created by a human originally, and, of course, they always are created by humans, since AI has not yet become as sophisticated enough to develop ones on its own.
Apart from that problem, there are other pitfalls within this strategy. While it can work through tons of data on job boards, it can only seek thanks to lists of short key words. This is helpful because it saves many work hours, so that the humans can be busy with other important tasks, and can compile data from different sites. The great plan can fall apart due to the fact that, unlike humans, AI cannot evaluate how good a CV actually is. The content within resumes, to our brains, which are basically fleshy supercomputers, is easily absorbed and evaluated on many levels such as grammar, logic, questionable information and sensible career progression. When we read a CV, we are using all of our years of experience living with humans to work out whether the person behind the CV is the one we require to fill this position. We can read something jargony or slangy and understand, or figure out, what it means even if we haven’t encountered it before.
AI can only looks for the key word or mistakes that it has been told to look for. Everything else is not taken on board as being relevant. The AI can become inefficient if recruiters must refine constantly, especially if geography is concerned.
We are not trying to be down on AI. Hell, we love AI and the innovations our amazing clients make within that space. The point we are making is that AI is great for certain things and on other tasks, it has still got a long way to come.
To put it another way, we believe in people power. We believe that, even when AI becomes much more powerful and can fill in for recruiters in some aspects, it will never have that human element, some would describe as indefinable. Our clients make a difference because they have the best humans, found by great human recruiters, to help make that difference. Only with the perfect staff for an AI project, can that project excel. And only with gains made there, can AI reach a height where it is then able to possibly find candidates.
People are at the heart of what we do. Utilising their expertise to get the job done right. AI is a tool that can help but in a business, like recruitment, which is about human communication and human potential, the best tools will always be the ones that keep humans front and centre.
Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.