HR technology is changing the face of employee recruiting. Artificial intelligence (AI) is helping to manage data overload, which is a major part of the recruitment process. Businesses are compiling data at large rates that cannot be analyzed quickly enough without the use of AI.
AI-powered systems are incorporating resume examples into the process, helping sift through candidates that do not meet the position’s requirements. The AI systems are still advancing, and it can be difficult to assess the risks of unique candidates that have unusual experience, but may be a good fit for the job.
Systems are in place that will help identify which candidates to interview and which to deny based off of keywords, experience and other key data points.
Amazon’s Recruiting Tool Shows Issues With AI-Powered Recruitment
Amazon created its own recruiting tool that was designed to rate candidates for a position with star ratings. The best candidates received a 5-star rating and would be the first in the pool of candidates to be interviewed. The development of the system took place between 2014 and 2017, but the company eventually closed the tool down.
The platform was closed because it utilized the last 10 years of resumes sent to Amazon, which were sent primarily from men. Hiring at Amazon, in the past, had been routinely bias, with men accounting for 63% of employees and 75% of all managers. The AI platform, designed to learn which candidates were best over time, started to prefer men over women due to the tradition of hiring men.
AI platforms are in the works that have the potential to identify the right candidates for a job with greater ease, but they’re not as advanced as Amazon had hoped for their company.
Recruitment on a Global Scale
Recruiters are working in a global market now, with the ability to reach candidates across the globe. It’s estimated that 20% to 25% of US workers telecommute in some capacity. Recruiters are using collaboration tools and conducting interviews online for some candidates that cannot be found locally.
Large recruitment departments are no longer limited to local ad distribution to promote open positions. Large talent pools are offering higher diversity and allowing companies, small and large, to remain more competitive than in the past.
Employee recruiting can also be less expensive due to the global hiring scale.
Employees are finding that it’s harder to land jobs due to increased competition. Recruiters and the companies that they work for are speeding up the recruitment process due to technology. Sharing data between companies allows for faster background and drug testing to be performed. Data is also being shared internally between HR departments and payroll to ease the process for new hires.
Innovation in the industry has also allowed for fast response times, quicker application submission via mobile devices and application-tracking systems that help companies meet compliancy demands. Technology, despite advancing the recruiting process, has shown that HR departments are still needed, with the human element remaining an integral part of the hiring process.
