News Article

AI Can Have Positive Impacts on Recruitment Processes Positively

Wed, 04/24/2019 - 13:08

Technology and AI are forcing people to change how they look at job recruitment and the work organizations, Tracey Friend, Vice President of Talent and PRO at Agile One, told Mexico Talent Forum 2019, as she reflected on how AI is changing HR processes and the way possible candidates and companies engage each other.

“When people hear about AI in HR processes, they think that it is about replacing the work that humans do. However, it is not like that; the implementation of AI in HR processes is about looking where in the process it is going to have the greatest impact and allowing people to do people things,” Friend said during the forum at the Hotel Marquis Reforma in Mexico City on Wednesday.

Friend added that the use of AI in the form of chatbots is helping employers and recruiters to better engage with the specific population they want to target. “AI has an important impact on finding the information that is relevant for any specific person.” She also said that around 66 percent of job applicants believe that chatbots are useful tools for a first interaction with any given company.

While AI can be an important tool for engaging with candidates and can even have a deep impact on scheduling meetings with applicants, Friend said that its full application depends heavily on the level of talent that organizations attract. “AI is reducing the time required to find a candidate but we still need to talk to them and the engagement strategy is going to vary depending on the talent level the organization needs.”

The two spheres of talent recruitment where AI can have a significant impact are the candidate experience and back-office automation. Regarding improved candidate experience, Friend said that AI simplifies job search, notification of the stage of the recruitment process and can even make the on-boarding process for candidates more interactive. “We have found that AI increases candidate flow by almost 40 percent; this means that AI-powered platforms allow candidates to find job vacancies more easily.”

In terms of back-office automation, Friend mentioned that AI helps recruiters in a number of ways that include re-engagement of applicants who in a particular moment showed interest in the organization, mining candidates from social media platforms, notifying people interested in the organization about new job openings, as well as marketing and analyzing the benefits and job experience offered by the competition.

Friend warned that while AI offers new and interesting possibilities, applying it within organizations involves a change in the mindset of recruiters. “The use of these tools requires a change in how people think and work.” Moreover, she said that different operational levels within a company might resist the change, making it essential to find allies within the organization who can help push technology solutions. “We need to set up influencers inside organizations to become champions of new ways to work,” Friend said.