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How will AI impact recruitment with Lynsey Skinner, Cathedral Appointments

Posted in Candidates, Employers

Published on 27 April, 2021

This month our IT Recruitment Manager, Lynsey, was asked to provide a short video for Global Recruiter on the impact of AI on recruitment.

Watch her one-minute video below and keep scrolling for an in-depth analysis of her thoughts.

The full article can be found here

 

For decades, the thought of AI has been terrifying - robots taking over the world is the sort of image that comes to mind for many. While this apocalyptic view of AI has certainly calmed, employees and employers alike are still concerned about its place in the working world and the eradication of many jobs as a consequence of its implementation. While AI will undoubtedly displace some jobs, it will also create opportunities for new roles to be created. A report by McKinsey suggests that the number of jobs gained or changed heavily outweigh the jobs lost as a result of the adoption of AI.

Irrefutably, the benefits of AI are numerous and it’s time for the recruitment industry to take it in its stride.

Automation of repetitive tasks

Within any industry, there will always be very necessary yet extremely time-consuming jobs that take up valuable time. From copying and pasting data into Excel spreadsheets to filing records, employees spend up to three hours a day on easily automatable tasks, which not only affects productivity and job satisfaction, but also can impact the profitability and overall success of a business.

AI and automation allow for human beings to take a step back from time-wasting tasks and put their efforts into the jobs automation can’t do. These include building strong client relationships, providing support and nurturing candidates. 

Algorithm-led recruitment

There’s no denying that recruitment is an incredibly competitive market. With over 31,000 firms across the UK, it’s crucial that teams look to ways to make their services stand out to remain ahead of the competition. The best way to do this is create a service that is mindful in its approach to candidates and clients, providing a bespoke and human offering even when using tech.

Through the use of algorithms, targeted demographic searches and programmatic advertising not only can recruiters reach a wider talent pool if necessary, but they can also ensure they are targeting the correct and most relevant audiences for certain vacancies. Nothing puts potential candidates off than a cold-call message that isn’t of any significance or pertinency to their needs, wants and skillsets.  

Removal of personal bias

Unconscious bias is one of the biggest hurdles recruitment has to face on a daily basis. As human beings, our opinions and ideas are very much built on our life experiences. Unfortunately, this means that, more often than not, we can succumb to bias that can directly impact another person.

By using AI within recruitment, we can help reduce the risk of unconscious bias during the hiring process. As noted in Ideal, common biases within the industry include:

  • Similarity attraction bias – Leaders seeking out employees that are like them
  • Confirmation bias – The favouring of information because if confirms a leader’s beliefs

To help eliminate these innate points of bias, turning to AI is key. From being able to assess candidates objectively to the ability to programme the software to ignore demographic information, computers and technology can offer less emotional, and unprejudiced decisions.

Of course, what must be taken into account is the bias of the humans behind the programming. Those who create the software may also hold their own bias unknowingly when coding, especially as the majority of those within the field are white men. To help fully reduce the risk of any personal bias, humans and machines must work in tandem.

The enhancement of the consumer experience

Many recruitment firms up and down the UK are small businesses, run by only a handful of people. The ability to answer the phone or respond to emails in record time simply isn’t possible, but long wait times can be frustrating for candidates and clients.

AI chatbots have revolutionised the consumer experience. Not only do they reduce wait time, but they give the customer the ‘human touch’ they need from any service or business. While, of course, chatbots aren’t human, through their Natural Language Processing abilities, it can be hard to tell the difference.

Chatbots allow your business to be an always-on service, whatever the time of day or week. This is extremely handy for any firms that receive hundreds of requests 24/7 or operate internationally.

We should be looking at AI as a complementary tool to our working routines, not a force to fight against.  The benefits for the recruitment industry are already prevalent, and with the pandemic having accelerated the need for digital-first innovation, this is only going to continue.

 

The IT Division is currently experiencing a large volume of vacancies including IT Support, Development, Data and  IT Management. If you would like a confidential discussion about your requirements, please do get in touch with Lynsey.

 

Recruitment Manager - IT Division

Lynsey has over 14 years of recruitment experience, all of which have been with Cathedral Appointments! She initially ran our office division before utilising previous knowledge and experience by taking on the IT Division in 2016. She can also be found running around sorting IT issues in the office for the rest of the team!

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How will AI impact recruitment with Lynsey Skinner, Cathedral Appointments

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