Artificial Intelligence (AI) in the selection and Recruitment Process

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Importance of AI in the selection and recruitment process



Artificial Intelligence (AI) focuses on the simulation of human intelligence on machines. These machines can learn and solve problems like humans as they are programmed to think and imitate their behavior like humans (Li et al., 2020).

Nawaz (2019) had carried out research based on a survey, and the following advantages were listed out as follows,

  • AI facilitates time savings by organizing the records and information, which helps avoid repeated events. For instance, traditional recruitment methods have much repetitive work, such as screening applicant's resumes.
  • Reducing cost can be achieved by eliminating the cost of outsourcing recruitment agencies.
  • AI provides an unbiased screening and selection process within the organization. This helps to recruit the right people with the right skills.
  • AI helps in reducing the employee turnover ratio and creates a satisfactory situation between employees and the organization.
  • AI process collects a lot of information and provides analytical decisions. Therefore, the company can hire the most talented and suitable candidate.

Applications of AI in the selection and recruitment process

Figure 01: This diagram summarizes how four main areas of AI (namely, Mechanical Intelligence, Analytical Intelligence, Intuitive Intelligence, and Empathetic Intelligence) can be used in the process of recruitment and selection.



                                                      Source  (Hmoud and Laszlo, 2019)

AI has many favorable aspects in the recruitment and selection process, such as descriptive evaluation of candidate's profile based on a vast database, high quality of recruiting, good organizing, unbiased outcomes, saving time, less effort, and cost. For instance, the following video further illustrates how Unilever uses artificial intelligence in their recruitment processing and improves their performance in the competitive environment.

 

 Video 01: How Unilever Is Using Artificial Intelligence And Machine Learning In Their Recruitment


                                             Source: (Bernard Marr,2019)                                                  

However, in AI, the accuracy of the final decision of selecting the right person is heavily based on the data feed to the algorithm (Kekkonen, 2020). This can lead to unconscious bias from data used for the evaluation. Therefore, the recruitment and selection functions should be appropriately organized and planned to implement an effective AI mechanism to address data validation issues such as data loss and finding reliable data sources before initiating the analysis (Premnath and Chully, 2019a).

In addition, the realization of AI may lead to ethical and legal implications when the recruitment process is extracting the confidential data of the candidates without his or her permission (Dijkkamp, 2019).

Figure 01: Information barriers in a CV and personal attributes that can be derived from each one. The number of crosses represents the level of sensitive information (+++ = high, ++ = medium, + = low)

                                                          Source (Pena et al., 2020)

In summary, it is recommended that a proper balance between human involvement and AI implementation is required to select the right talent for the organization, as AI may miss the excellent talent when the findings are not contextual (Nagendran et al., 2020). Furthermore, prior implement AI technologies for a company, various factors such as the company's size, financial strength, number of annual recruitments of the company, and organization culture need to be evaluated (Premnath and Chully, 2019b).



References 

Dijkkamp, J. (2019). The recruiter of the future, a qualitative study in AI supported recruitment process. [Online]. The University of Twente. Available at: https://essay.utwente.nl/80003/ [Accessed 19 April 2021].

Hmoud, B. and Laszlo, V. (2019). WILL ARTIFICIAL INTELLIGENCE TAKE OVER HUMANRESOURCES RECRUITMENT AND SELECTION? Network Intelligence Studies, (13), pp.21–30.

Kekkonen, E. (2020). Value and use of AI in external recruitment of highly skilled specialists and senior management roles : current use and value, and future predictions for AI in the recruitment process. [Online]. Available at: http://www.theseus.fi/handle/10024/346500 [Accessed 19 April 2021].

Li, J. et al. (2020). AI Applications through the Whole Life Cycle of Material Discovery. Matter, 3 (2), pp.393–432. [Online]. Available at: doi:10.1016/j.matt.2020.06.011.

Nagendran, M. et al. (2020). Artificial intelligence versus clinicians: systematic review of design, reporting standards, and claims of deep learning studies. BMJ, 368, p.m689. [Online]. Available at: doi:10.1136/bmj.m689.

Nawaz, N. (2019). Artificial Intelligence interchange human intervention in the recruitment process in Indian Software Industry. International Journal of Advanced Trends in Computer Science and Engineering, pp.1433–1441. [Online]. Available at: doi:10.30534/ijatcse/2019/62842019.

Pena, A. et al. (2020). Bias in Multimodal AI: Testbed for Fair Automatic Recruitment. In: 2020. pp.28–29. [Online]. Available at: https://openaccess.thecvf.com/content_CVPRW_2020/html/w1/Pena_Bias_in_Multimodal_AI_Testbed_for_Fair_Automatic_Recruitment_CVPRW_2020_paper.html [Accessed 20 April 2021].

Premnath, E. and Chully, A. A. (2019a). Artificial Intelligence in Human Resource Management: A Qualitative Study in the Indian Context. p.13.

Premnath, E. and Chully, A. A. (2019b). Artificial Intelligence in Human Resource Management: A Qualitative Study in the Indian Context. p.13.

 


Comments

  1. Nivethini ManoharanMay 3, 2021 at 8:40 AM

    Agreed Harsha, The adoption of artificial intelligence (AI) in recruitment comes up in 2018 where hiring professionals started sourcing millions of social profiles of individuals which were not possible by human recruiters. Artificial intelligence technology also helps companies to reidentify talent by screening the existing set of candidates so that companies can utilize already tested and experienced candidates (Javed and Brishti, 2020). The use of artificial intelligence tools has emerged in most of the steps of recruitment (Sekhri and Cheema, 2019).

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    1. Harsha WijesingheMay 11, 2021 at 12:01 AM

      This comment has been removed by the author.

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    2. Harsha WijesingheMay 11, 2021 at 12:04 AM

      I agree with your comments. The selection of suitable applicants for the correct professions will support the company in accomplishing its aspired aims and aspirations. When selecting the employees, it is essential to assure that they hold the wanted requirements, abilities, and techniques needed to execute the work responsibilities in a well-organized way. Therefore, new tech knowledge is required to consolidate with the recruitment process (Radhika, 2018).

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  2. gagana_amadoruMay 3, 2021 at 8:52 AM

    I agree with your views Lakmal different selection methods have been using to select the correct candidate. The importance of attracting superior employees, together with low unemployment rates has led to intense competition for the best applicants in a wide variety of occupations (O’Leary, et.al, 2002).Father of artificial intelligence, McCarthy described AI as “artificial intelligence is the science and engineering of making intelligent machines, specially intelligence computer programs “. Time saving, mapping of talent, cost saving, Hire with quality, unbiased recruitment ,quality aspirants are considered as the importance of practicing artificial intelligence in recruitment and selection process.(Geetha & Dornadula,2018)

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    1. Harsha WijesingheMay 10, 2021 at 11:59 PM

      Thanks for your time and views. In the modern era, there has been a notable expansion in technology to recruit and select personalities. Numerous analysis indications show that current recruitment approaches have become valuable to save firms' costs and precious time. The effectiveness of these recruitment and selection have revealed in the long run when creating a competitive advantage against its competitors in the market (Hopkins and Markham, 2003).

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  3. Pernalla VincentMay 4, 2021 at 9:15 AM

    Adding to your views the adoption of AI in HRM and in recruiting can be called as ’the new age of HR’, since AI changes the recruitment industry by replacing routine tasks that have been conducted by human recruiters (Upadhyay & Khandelwal, 2018).

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    1. Harsha WijesingheMay 11, 2021 at 12:03 AM

      Thanks for your time and views. I agree and just wanted to add further, It has become straightforward to filter the expected professional persons. Companies will require to store the profile of candidate's information, and for this determination, database management is essential. The databases keep unstructured data about candidates and verify them. This will be accommodating a uniform and effective recruitment process, and also helps to eliminate the repetitive works (El-Gohary, 2012).

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  4. E.SujeendranMay 8, 2021 at 12:46 AM


    I agree harsha, Artificial Intelligence play a significant role in human resource management. It deals with building, maintaining, implementing strategies to improve human relationship in an organization. (Upadhyay, 2019). The adoption of AI in recruitment and selection is based on the size, and available resources in an organization. AI must be done in a responsible way because it deals with high level of security issues in protecting data, since it might unknowingly introduce bias in the system, therefore every staff who use AI must be trained appropriately. (Upadhyay, 2019)

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    1. Harsha WijesingheMay 10, 2021 at 11:34 PM

      Thanks for your time and views. The employee recruitment and selection process are one of the most challenging undertakings in recent standards. The modern competition among businesses has formed the requirement for numerous individual expertise necessities. Distinguishing proper applicants for these provisions has become a difficulty for most companies (Andersson, 2001). Thus, a sophisticated and effective recruitment process is needed in this aggressive market.

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  5. Sandun MadusankaMay 11, 2021 at 12:44 PM

    Interesting topic to discuss Harsha, the modern application of AI in the recruitment selection process has found its way into face to face interview with candidates ,this involvement started with sensing & understanding human features by analyzing facial expression ,choice of words, tone of voice & speaking patterns during the interview(Boz & Kose, 2018).

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    1. Harsha WijesingheMay 12, 2021 at 3:29 AM

      Yes indeed. Mindia Piana Monsur et al., (2018) studied how the recruitment method for multinational corporations is affected by new technologies. The study exhibits that the IT-intensive recruitment approaches have reconstructed the traditional recruitment methods and have revolutionized how jobs are allocated and are becoming simple that anyone can fulfill them. Therefore, the modern method recruitment systems are overlooking a very bright prospect.

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  6. Arjun LandersMay 13, 2021 at 11:34 AM

    Indeed Harsha, use of Artificial Intelligence in the recruitment and selection process puts less pressure on the HR department due to less work load, efficiency and most importantly it doesn't have any bias on the selection of the potential candidates (Hmoud and Laszlo, 2019). However, AI is advancing rapidly to intuitive and empathetic intelligences which can replace a lot of managerial jobs (Chui et al., 2015).

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    1. Harsha WijesingheMay 13, 2021 at 10:39 PM

      Appreciate your time and ideas. According to Geetha and Bhanu (2018), one of the additional majors of AI in recruitment is that systems provide for the companies to determine the right talents needed for the responsibility on the job, and the approaches can use its algorithms to outline the skills of the available applicants to those specified qualifications.

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  7. Wasantha BasnayakeMay 15, 2021 at 3:44 AM

    Agree with you. AI can help find better-qualified candidates at the right time; AI-enabled tools can continuously monitor huge databases of passive candidates and identify signals that predict a candidate’s readiness for a new opportunity. This increases both the available talent pool for a given position and the engagement rates with those candidates(Fischer,M. 2019)

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    1. Harsha WijesingheMay 15, 2021 at 5:38 AM

      Yes Indeed! The latest improvements in technology have incurred unbelievable germination in data acquisition and analysis practices. Corporations have to reconcile to the rapid transformation due to the global change of big data concepts (Mayer-Schönberger & Cukier, 2013). AI efficiently supports the organization by giving more trustworthy employees, which adds more advantages to the firm.

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  8. ERANDA ELLEPOLAMay 16, 2021 at 4:18 AM

    Agreed with you , different approaches and the features of the AI can focus smart solution for the human resources management. There are various recognized disciplines and approaches in AI as follows: neural computation, data mining, genetic algorithms, expert systems, artificial neural network (ANN) (Kantardzic, 2011).

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    1. Harsha WijesingheMay 16, 2021 at 5:04 AM

      Indeed Eranda! There are excellent applications of AI. For instance, NLP and AI-powered AI assistant software such as Chatbots are used to interact with candidates. One of the commonly used AI systems in recruitment is the knowledge-based search engine. The algorithm identifies the meaning of the search content and conducts data mining techniques (like web-based search) to find the best applicant’s profile based on semantic annotation of the job description and candidates profiles (Mochol, Jentzsch & Wache, 2007).

      Delete
  9. Vindya RatnayakeMay 18, 2021 at 12:11 AM

    Indeed Harsha, further, If recruiters and companies can learn to pair themselves with a specific AI, they can train it to understand a particular corporate mission and culture—so that recruiters feel like they leverage these chatbots and other similar technology as extensions of their teams, not as replacements for them (Finnigan, 2020).

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