In spite of the many advantages AI Recruiting is set to bring, there are still many HR professionals, who are largely dubious of the concept of HR automation and the use of artificial intelligence tools in in the industry.
Before we talk about AI recruiting, it’s important that we talk about what people fear and why so many are still hesitant to accept this phenomenal shift.
The AI Resistance
There are many reasons that people remain resistant to AI technology and the use of it. In our industry however, the top two reasons of hesitation are:
1- Fear of Industry-wide Job Losses
According to the MIT Technology Review, 70% of HR professionals believe that the advancements and implementation of AI and robotics will result in industry-wide job losses, including their own.
2- Impersonalisation of Human Resources
As it is, many businesses are outsourcing less important activities to virtual assistants; however, there is a big pushback in delegating these activities on to artificial intelligence tools based on the prospect that that robotics will remove the “human” from “human resources”.
How Artificial Intelligence is Evolving HR
It remains to be seen that the major pushback stems from the fear of the unknown; however, it’s important to note that the development of new technology is meant to enhance our lifestyles and the way we work.
AI in recruitment is a game changer. These are just a few important activities that can be delegated to AI technology:
- 1. Recruitment
- Screening of candidate applications
- Shortlisting of candidates
- Onboarding of new employees
- Payroll activities
- Leave – balances and application
- Rostering and scheduling
- Performance data analytics
- Training and Development
- Increased delegation of workload
- Increased engagement through more intelligent and interesting work activities
- Time saved
- Business intelligence
- Data driven decision making
The Challenge of Data
Before we can successfully bear witness to the possibilities that AI technology can bring to the industry, we need to acknowledge the need for clean and verified data.
Data is what makes a business either move forward or stagnate. Now whether we like or not – AI can help us achieve this.
Whilst businesses may talk about the large amounts of data they have; this begs the question of whether the data is verified, current, and segmented. The implementation of HR Bots can vastly improve valuable data that businesses are likely to already have.
AI and robotics have the capability of mining through vast quantities of data in a short space of time that, in actual fact, can take a human months to complete.
The programmed superintelligence of such advanced technology even allows bots to engage with humans to gather relevant information for our businesses.
The Future of AI in HR
Whilst there is truth that the advancement and implementation of AI in the workplace could result in job losses; it’s important to note that with losses come advancement, space, and reason to create new jobs.
The digitisation of some human resources activities may and will come with the creation of new jobs – jobs that we are yet to determine.
AI will relieve us of the robotic nature of our work, and allow us to be more human – more personal and more intelligent.
As it is, we’ve seen a dramatic increase in the demand for new skills across Data Analytics, Data Science, Cybersecurity, and let’s not forget Blockchain.
Just imagine the possibilities that our younger generations will experience through the implementation of new technology. But right now – right here – we have front row seats to bear witness to the beginnings of state-of-the-art technology.