Scare stories abound concerning the impact AI (Artificial Intelligence) will have by taking jobs and replacing workers. But what about its impact on the role of the HR, Talent and Recruiting professional?
It is clear that most roles in a company are changing to some extent because of AI – and those associated with HR are no different. AI technologies enable better accuracy in everyday tasks, as the AI algorithm is the link between high quality data and high speed calculation.
Rather than usurping the role of HR, however, AI will enhance it, acting as an important partner. AI can deliver chatbot-style, self-service to employees and strengthen the applicant experience. It frees up HR time and resource and offers accurate information for talent management.
Talent strategists echo this sentiment. Molly Maymar of Accenture points out in a video recorded for us, that while AI is strong at rational tasks, it misses out on what she calls the “complex nuance of the human brain”. That is, while AI is effective at applying rationality to a situation, it does not have the capability that we as humans have to form ideas and make connections. Apply this to a talent acquisition situation and AI can help take some of the upfront screening away from recruiters but cannot make the more complex decisions. If we can separate what can be done well by AI and what can must be done by humans, we can get a faster, streamlined outcome.
In essence, this can offer a new extension to the role of recruiter. With AI freeing up time and resources, the focus of the recruiter can shift to working to strengthen relationships with applicants, and proactively managing the employer brand. My colleague Tarandeep Singh gives a name to this part of the recruiter role; that of the “culture custodian”. Hear his thoughts here.Rather than seeing AI as a replacement to humans, isn’t now the time to recognize and embrace the extension to our capability that AI can give?
The latest development of our video interviewing platform does this. vidAssess-AI has been developed through subject matter expert involvement in machine learning. The result is an algorithm that scores video interviews based entirely on what the candidate says. It is as accurate as any human interviewer, but the real value is in its speed. Because scoring is carried out at such speed, decisions can be made far quicker regarding whether to take a candidate forward. If you want to see it for yourself, take a look at this video:
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