Recruiting Manager

The world of talent recruitment and retention can feel confusing at times, and with the emergence of artificial intelligence (AI) recruiting, the landscape is even more challenging. We live in an era of ChatGPT, talent bots, and automated hiring processes. Even though AI might be trendy, it will never replace the keen eye of a trained recruiter. AI-powered solutions: friend or foe?

Staffing via AI promises to save organizations both time and money by eliminating the need for a human to read resumes, conduct a first-round candidate interview, process pre-employment assessments, etc. Undoubtedly, this sounds like a potential cost saver, but can we trust an AI program to make hiring determinations with the same clarity and vision as a human?

The automation of strategic places in the hiring process can absolutely be a boon. Some of these can include collecting information for background checks, candidate skills assessments, and initial application questions. In this regard, technology can create a better workflow for HR and recruiting professionals across industries. By utilizing elimination questions, a hiring manager can remove the wasted time of reviewing resumes for candidates who lack the basic qualifications for a given position.

But can we rely solely on AI programs for the entire recruitment process? I do not see this as a wise decision.

Technology has limits. Even though it seems that all business is becoming more transactional, relationships still matter, especially in recruiting, hiring, and retaining good talent. The irony is that as the world becomes more connected, we risk losing those important relationships if we push out the human aspects of recruiting.

It is important to remember that a program like ChatGPT, which has exploded in popularity, does not interview a candidate on your behalf and cannot assess if that person would be a good fit inside your company once hired. While using a program like ChatGPT to generate and duplicate job postings could be an excellent time saver, it would not eliminate the need for a human to speak with a candidate and make the important judgment on whether that person will or will not advance.

AI programs depend on algorithms to provide the information you want. Just as a computer relies on programming in order to operate, an AI program relies on the algorithm to produce results. If this algorithm is not programmed properly, your team could receive a flood of resumes that are not appropriate for the position, and worse yet, improper algorithms can create areas of discrimination. Missing out on fantastic candidates is the last thing a competitive company wants to do.

One frequently touted benefit of AI is the speed. AI programs can review resumes much faster than the human eye, and this enables companies to factor applications in and out much faster. But is speed always the most important goal? Many of us have been on a jobsite where someone cut corners, tried to perform a task too quickly, and caused an expensive mistake or an injury. Recruiting with intention is as crucial now as it has ever been.

Even in the midst of so much automation, candidates genuinely appreciate the human touch. In spite of the notion that AI technology is ubiquitous and everyone expects it, job seekers value companies that make them feel important and treat them with a sense of dignity.

While technology will only increase in the future, building relationships with your talent pool and your current staff instantly sets you apart from firms with a heavy reliance on AI hiring tools. Since the goal is always to gain an edge and access great candidates, the human element of recruiting is in no way obsolete.

At BIC Recruiting, we understand the importance of that human element. In fact, our mission is to connect people in business and industry with one another for the betterment of all. Our network encompasses more than 32,000 people — individuals you could never rely on AI to find on your behalf. More than half of our placements happen because of referrals, which further highlights just how crucial relationships are in a transactional, tech-heavy market.