Artificial intelligence now affects our lives in many ways. You might think of AI as androids and other futuristic technology, but it already plays a role in many areas of your life without reaching the level of walking, talking robots. In recruitment, AI and machine learning are being used to match job seekers up to the right jobs to improve results for both employers and employees. AI is useful for both recruiters and job seekers, but it’s also important to remember that artificial intelligence isn’t always as clever as humans. While AI is changing recruitment, it works best when complemented by people power.

How AI Is Disrupting Recruitment

Artificial intelligence is used in a wide variety of ways in recruitment to help recruiters find the right candidates and job seekers to find the roles that work for them. AI is disrupting the field of recruitment and changing the way that searching for and recruiting for jobs works. The way that AI is being used ranges from LinkedIn and other sites displaying tailored job adverts to users, to the use of chatbots like RoboRecruiter to help screen candidates. A chatbot can take care of finding out essential information from candidates and can offer useful information in return. For example, it can ask a candidate about their location and then tell them about nearby open positions and when and where to attend interviews.

Suggesting relevant jobs to candidates is one of the simplest but most effective ways AI can help with recruitment. It means that positions are advertised to the most relevant and suitable candidates, shortening the time for recruitment and increasing the number and quality of applications.

AI Complements Human Performance

Artificial intelligence isn’t going anywhere, and it’s improving all the time – so it would be remiss to ignore it. However, even though AI is advancing, it still has a long way to go before it can match the ability of real people. In its current state, AI is best when used to complement human performance, and not to replace it. Artificial intelligence isn’t quite intelligent enough to do many of the things people can do. It can’t use its intuition or provide personalised service in the way that a real human can. AI can be used to save recruiting managers time and money, helping out with the repetitive tasks and problems that can be solved with data. However, an over-reliance on AI could mean a drop in service quality.

Recruitment Still Requires Intuition

One thing AI is good at is matching candidates to required skills and experience. This is a simple matching up of different data points, which is fairly easy to do using technology. However, what AI can’t do is take a more in-depth look into whether a candidate might fit into the company culture or whether they have the communication skills for the role. AI technology doesn’t have human intuition, which can sometimes be a benefit – such as when trying to eliminate hiring bias – but is often a detriment too.

For recruiters to use artificial intelligence smartly, they need to combine it with human intuition, and not attempt to use it as a complete replacement for anything.