When it comes to recruiting for technology roles, recruiters know that they must keep pace in order to remain competitive. That means investing in not only a positive candidate experience and the right sourcing strategy but also the necessary tools to find the best possible person for the job. Increasingly, these tools are becoming more and more advanced, and that’s a great thing for recruiters and hiring managers.
Artificial intelligence (AI) has gone from a buzzword to a tactical solution for industries across the spectrum. For HR teams, it has proven to be a valuable tool that can help them more easily sort through resumes, match candidates to open roles, communicate with job seekers, and schedule interviews. It can also play an integral role in onboarding and post-hire processes.
Although AI can be incredibly supportive, it’s important to understand its limitations as well. This post details the benefits and drawbacks of using AI in tech recruiting and how human interaction still plays an important role.
Benefits of AI in Modern Tech Recruiting
Open corporate jobs receive 250 applications on average – that’s a lot of resumes to sort through! The right AI tools can make resume screening easy by automatically parsing through applications and presenting the recruiter with the best matches based on the job description. By having a machine look at resumes, it eliminates any potential human bias that might come into play. The recruiter can still, of course, shortlist candidates based on what the AI tool recommends.
Many organizations have even integrated AI into the initial stages of the hiring process by utilizing chatbots and virtual assistances to recommend opportunities and provide information to prospective workers. These integrations can not only save organizations money, but they can help deliver improved candidate experiences while also freeing up HR teams to focus on less repetitive tasks that need their attention.
Limitations of AI in Modern Tech Recruiting
While AI solutions can be valuable, time-saving tools for recruiters, it should be noted that they are not (and should not be) a replacement for a human. Recruiters are professionals who specialize in people. AI tools are essentially robots; they cannot make adequate assessments regarding soft skills and interpersonal qualities that many culture-driven organizations put at the forefront of the hiring process.
Depending on how these tools are programmed, they can also perpetuate biases and end up putting forward candidates who all appear pretty similar. As workplace diversity initiatives become more and more important, human eyes may be necessary early on in the screening process to ensure that a diverse array of talent is ultimately shortlisted for any available opportunity. After all, what’s written on a resume isn’t always an indicator of fit for a job.
The Importance of Human Interaction in Recruitment
For many candidates, the hiring process and their relationship with a recruiter play an important role in their ultimate decision to accept an offer. If AI solutions are leveraged too heavily during recruitment, you lose that valuable human-to-human connection, and the candidate experience suffers as a result. Ideally, job seekers will be introduced to a human early on in the process, if only so they can have a face to associate with the organization.
People are complex, and, ultimately, a robot cannot take the place of an interviewer. Recruiters, having conducted a myriad of interviews over their careers, have developed a seasoned intuition for identifying qualified individuals and any potential red flags when interviewing candidates. As you look to leverage AI solutions as part of your hiring strategy, it’s best to consider how these tools will support recruiters rather than replace them in part.
Achieving a Balance Between AI and Human Interaction
There’s no doubt that artificial intelligence is a net positive when it comes to tech recruitment. As more solutions come online, it’ll be up to organizations to determine how to best integrate them into their existing processes. Ideally, the best strategy harnesses the power of AI to optimize processes while also retaining the human interaction that recruiters are skilled at delivering.
If you decide that using AI is the right fit for your organization, it’s important to prioritize training and development. All members of your HR team should understand at the onset how to best leverage the technology to streamline their efforts without sacrificing the “human element” in recruiting. Some solutions are better than others. ScaleFront, for example, helps talent managers strike a balance between automation and human processes. Their intelligent search platform delivers optimal candidate profiles, but it’s up to its users to ultimately select who to shortlist for each open position.
Bottom Line
AI has become an essential tool for modern tech recruiting, offering a range of benefits from resume screening and initial candidate engagement to interview scheduling and onboarding. However, it’s important to understand that AI has its limitations and should be used to replace traditional recruitment. While AI can save time, human recruiters bring essential skills to the table that should not be overlooked. Organizations that achieve a balance between AI and human interaction in their recruiting strategy are better positioned to attract the best talent while creating a positive candidate experience.
If you’re looking for an easy solution that harnesses AI tools to find the right candidates but also helps you build genuine connections, give ScaleFront a try. While some HR solutions rely too heavily on AI, ScaleFront takes a different approach. It balances smart technology with human interaction to help talent leaders source ideal candidates from around the world.
Amp up your tech recruiting strategy the right way with ScaleFront – sign up today to see the difference.
