Recruiting has always been a human-to-human industry, but it looks like today’s technology may be changing that. In a recent hiring experiment, Unilever (a London-based consumer goods manufacturer) puts job applicants through three rounds of algorithm-based tests, games and questionnaires to assess their suitability for a particular job, according to Fox Business.
Unilever isn’t alone in this approach; many tech-forward organisations are beginning to implement algorithms as the primary way to filter out candidates before a select few actually meet a human representative. Depending on your perspective, this might either sound great or terrible – there are certainly both costs and benefits associated with a shift to artificial intelligence in corporate recruitment.
Millennials tend to be drawn to companies that show creativity and innovation right off the bat.
Benefits of algorithm-based hiring
A hiring process that begins with AI is a fascinating way to appeal to the ‘smartphone’ generation. Millennials tend to be drawn to companies that show creativity and innovation right off the bat – a round of interactive games and quizzes is surely unconventional and intriguing in that regard.
Undercover Recruiter asserts that this type of recruiting process offers a better candidate experience than traditional formats. Such an approach can also save businesses an incredible amount of time, as recruiters only need to get involved once the algorithm has narrowed down the talent pool to the finalists.
Lastly, algorithm-based recruitment eliminates both biases and potential human errors from the process. Businesses these days are all about maximising productivity and efficiency, and this is one surefire way to do it – at least with regards to hiring.
Algorithms and AI are becoming a prevalent component of recruiting, which is both a positive and a negative.
Drawbacks of AI in recruiting
Though it might save your recruiters time, setting up a capable, foolproof recruiting algorithm can be incredibly expensive and time-consuming in itself, claims Wisestep. There’s also a chance that this new technology could potentially lead to unemployment for recruiters whose jobs are being replaced.
Beyond this, a machine doesn’t have the same capability to learn from experience as a human does, nor does it have the ‘human touch’ – a factor that some candidates (and clients) value highly. Many view recruitment as an intrinsically human industry, and algorithm-based hiring could potentially eliminate that.
Whether this will positively or negatively impact the profession remains to be seen, but one thing is for certain – technology is changing the face of recruiting. For more information about contemporary recruitment, reach out to a representative at 16.
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