Artificial Intelligence’s efficiency proposition for talent acquisition teams is undeniable. Organisations, however, need to not only be efficient, but also ethical. In this 3 part series, based on the Acolyte whitepaper It is ethical to apply AI to recruitment, we will take a look at how artificial intelligence is being applied to recruitment and the ethical challenges that are being. In part one we are exploring the impact of AI on recruitment process management.
How can AI be applied to Recruitment Process Management (RPM)?
Technology can be used to drive heavy automation in RPM but most of this falls short from true Artificial Intelligence as there is no cognitive function in the technology (e.g. no machine learning/natural language processing etc – it is all just complex process maps and decision trees.
The one area, however, in which true AI is being applied to RPM is in the use of chatbots.
Chatbots can include all elements of the complex process automation previously referred to, but can also add in true AI through the use of Natural Language Processing and Machine Learning. AI-Bots, can ‘learn’ through their interactions with applicants, as well as speak to them naturally, not just through automated threads and restricted-range buttons.
What is the AI doing?
The AI is ‘having a conversation’ with applicants in the way that a recruiter traditionally would have done.
Does AI make Recruitment Process Management more or less ethical?
Typically, because there is no jeopardy (i.e. it’s not determining whether or not someone will be offered a job), there is much less potential for harm in the application of AI to RPM.
In many cases, using AI may actually be considered a positive as, used well, it can enable highly customised recruitment journeys which can help to level the field and increase equality of opportunity.
Read part 1: AI for Candidate Sourcing
Read part 2: AI for Candidate Assessment