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What is Artificial Intelligence (AI)?
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Artificial intelligence (AI) refers to technology used to do a task that requires some level of intelligence to accomplish — in other words, a tool trained to do what a human can do. Why is AI different than ordinary software? Three core components — high-speed computation, a huge amount of quality data and advanced algorithms differentiate AI from ordinary software. Core AI technologies provide better accuracy and stability to every day processes using an algorithm that connects quality data with fast computation services.
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According to an RBC Research Paper, 25% of Canadian jobs will be disrupted by technology over the next decade. Yet, the country will also add an estimated 2.4 million jobs that require a new mix of soft skills. Talents like critical thinking, social perceptiveness, active listening and complex problem-solving will be in demand.*
In the context of Human Resouces, new technology is emerging to make sourcing and screening candidates easier. Even in times of labour shortage, reaching candidates and generating applicants aren’t the biggest problems in recruitment. Today, the challenge is reaching the right, most relevant candidates. AI and machine learning can greatly help.
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As companies adopt AI, cognitive tech, process automation, and robotics, etc., virtually every job will change to become more digital, more data-driven. Embracing technology will not mean removing humans from the equation. Instead, it increases the need for employers to provide greater relevance in the work people are pursuing.
Awareness of the need for a new approach is already occurring. Companies are:
• Creating combined responsibilities for HR
and IT.
• Leveraging machine learning and algorithms to automate work and create employee experiences that rival consumer experiences.
• Using data and analytics to proactively understand how to better attract, onboard, and retain talent.
• Providing continuous feedback to understand worker sentiments, motivations and pain points.
Specifically for HR professionals, it means their roles will become more focused on coaching and management issues, recruiting, and retention. In order to be effective, it will be imperative that HR and corporate leadership take into account critical new competencies—among them change management and digital/cognitive/ AI-driven technologies—when pursuing traditional business goals.
Jill Silman Chapman, Senior Performance Consultant, Shared
Services—Recruiting Services | Insperity Traditional
Employment Solutions.
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AI Tools for Organizations and Recruiters
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There are a plethora of AI tools and applications available to assist in candidate recruitment. A small overview includes:
- Targeted advertising can put job ads in front of a very specific profile of candidates.When recruiters post a job on LinkedIn, for example, the professional networking site now automatically offers them a customized short list of candidates sourced from its database that closely match the job description.
- Applicant tracking systems (ATS) have been widely used for years now, and one of their primary benefits is screening resumes. Rather than sifting through every incoming application, recruiters can devote their time to considering just the most relevant candidates, with the help of the ATS.
- Evolved, intelligent software such as IBM’s AI recruitment platform called Watson Candidate Assistant. This software can infer specific skills that a candidate must have based on the jobs listed in their resume. So, if the candidate has worked in business intelligence, Watson can ascertain that they have skills in data analytics, forecasting and reporting on trends. This detection can occur even though the skills may not be explicitly listed in their profile, making it a powerful tool for matching candidates with right-fit positions
- Automated questionnaires and chatbots can conduct the initial survey of candidate qualifications and expectations. Chatbots can further answer candidate questions, respond to applications, and even set up interview times. Chatbots – also known as “conversational agents” – are software applications that mimic written or spoken human speech for the purposes of simulating a conversation or interaction with a real person. For example, TextRecruit is an engagement platform that employs text and live chat to interact with candidates and employees. The platform’s chatbot is customized to a company’s brand and voice, maintaining a company’s culture even through talent pipelines. Beyond recruitment, the platform also carries over into employee life by helping with onboarding, alerts or reminders about things like open enrollment for health insurance.
- The HR industry is already starting to see video interviewing software that turns body language and voice tone into useful assessment data. This technology will continue to evolve so that eventually AI can alert recruiters when the resume or body language of a smooth-talking candidate who interviews well shows that they are more likely to be a low performer. HireVu is one company offering such software.
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The Limits of Artificial Intelligence in Human Resources
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Artificial intelligence is great at crunching data, reacting with automated responses, and automating mundane daily tasks of recruitment. However, it is far less effective at evaluating personality and motivation.
A human recruiter can understand a manager’s work style and the culture of the team. Finding the candidate with the right aptitude and attitude to merge seamlessly with the department usually requires the experienced eye of a recruiter who gets it. Feeling the connection or chemistry cannot be replicated by a computer.
As much as AI within the realm of human resources can achieve results, the out-of-the-box thinking, people management, human interaction and coaching aspects are crucial and will continue to demand a human touch.
Also, while technology can make the recruitment process much more efficient, engaging with coveted top talent, and enticing them to work for your organization over a competitor, requires more than automated responses. Chatbots and form e-mails are great for moving through the early steps of disseminating information back and forth, but eventually candidates need to make a human connection.
People want to interact with another person – someone who represents a living example of the character of an organization. Though 42% of startup businesses in Canada plan to adopt AI into their operations*, they still face a number of challenges when it comes to leveraging this technology to obtain top talent.
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*The Effects of Advanced Digital
Technologies on Canadian SBOs, study by StartUp Canada
-Jamie Hoobanoff, Globe and Mail, July 2, 2019
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"They were all video-based screening interviews - I didn't even meet my potential employers...Only 10% of potential employers have given me detailed feedback...As jobseekers, we need to know where and how we can improve - whether that's with our CVs, job experience or even personality."
- Peter Lane, 21-year old Cardiff University Graduate
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