The impact of Artificial Intelligence on corporate recruitment is becoming increasingly topical.
Indeed, this advance is revolutionizing all sectors of professional life.
In fact, back in 2018, the results of Global Recruiting Trends showed that 76% of recruiters surveyed considered AI to be an advance that would impact all sectors.
Today, in 2023, many companies have integrated AI tools into the hiring process.
However, ethical doubts remain.
How is this technology transforming working life?
And what is the real impact of Artificial Intelligence on corporate recruitment?
We explain how to reconcile algorithms, analysis and talent.
The impact of Artificial Intelligence on recruitment: a process gradually being put in place
The impact of Artificial Intelligence on recruitment can generally be seen in the way the process unfolds.
First of all, it’s important to remember that, traditionally, hiring is a series of steps followed by a recruiter or a company’s human resources department.
The aim is to hire a person with the skills essential to the company’s development, and to integrate him or her into the daily work routine.
As they are in charge of setting up the process, it’s up to the recruiters to choose this person.
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That said, the impact of Artificial Intelligence on recruitment can be seen in a number of ways.
Internal needs
What’s the internal problem?
In fact, recruiting a new profile is most often the solution to a recurring problem that is preventing the company from achieving its objectives.
The recruiter needs to gather and analyze data to gain insight into the objective.
The ideal profile
When using AI, the recruiter needs to provide precise data on the desired outcome and the profile sought.
It’s worth remembering that AI-based tools work according to precise algorithms and Machine Learning.
This is an AI functionality that enables it to learn and improve its performance according to the data it processes.
An update on the company’s internal mobility
Human Resources usually has the profiles (skills, assets, aspirations, productivity) of all in-house employees.
This information often goes unused, because the team doesn’t see its importance.
However, with the implementation of an AI based on the knowledge hub, the system matches the job description with the skills available in-house.
Definition of the process steps at which Artificial Intelligence will be integrated
Although AI is being used more and more frequently, it’s important to note that it doesn’t replace the human in every stage of the hiring process, from interviewing to taking on the job.
It remains a simple technological tool that helps in the recruitment process.
In short, AI recruitment is simply an optimized version of traditional hiring.
In both cases, the recruiter is in the driver’s seat.
He sets up the AI software, configuring it according to his objectives and the needs expressed by the company.
Artificial intelligence and recruitment: the benefits of this technological advance
The impact of Artificial Intelligence on corporate recruitment is also felt in terms of results and recruiter productivity.
Indeed, whenbased on the science of AI, there is a clear difference compared to conventional recruitment.
More concretely, in AI-based hiring, the recruiter can :
- Automate sourcing, which involves identifying, analyzing and shortlisting potential candidates using predictive recruitment software;
- Use algorithms or matching tools to sort the applications received.
Above all, think about CV parsing for recruitment to improve this stage; - Make an initial selection using chatbots ;
- Find the ideal profile using internal employee data.
In a traditional recruitment process, each of these steps represents a huge task that takes days.
The first benefit of using AI is therefore considerable time savings.
While the tools are performing these tasks, the recruiter can concentrate on other aspects of recruitment.
Secondly, the recruiter’s productivity is enhanced, as tasks that would normally take several days or weeks to complete can be done in a very short space of time.
Finally, there’s the efficiency of the results obtained.
The majority of AI-based tools allow users to have a demonstration of said effectiveness through demo videos or tests.
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It’s worth remembering that the functioning of Artificial Intelligence is largely based on the data provided by the recruiter.
It is on the basis of this data that the AI sorts and analyzes the profiles and experience of the various candidates.
So, if the creation of the desired profile is well done, the impact of Artificial Intelligence on recruitment is more pronounced.
There’s also an important point to note.
Identifying the best profiles through Artificial Intelligence is done objectively.
It helps companies to reduce the prejudices that can arise when hiring.
The impact of Artificial Intelligence on recruitment: a question of social ethics
The impact of Artificial Intelligence on corporate recruitment does, however, raise a question of social ethics.
Indeed, tests based on Artificial Intelligence generally make a selection by measuring a single aspect of the candidate’s profile.
Whether emotional intelligence, career aspirations or strength of character, the AI draws its answers from a list of pre-established questions.
However, for researchers such as Alain Lacroux, Christelle Lacroux and Pénélope Codello, the data used to train these learning algorithms may contain various biases linked, to name but a few, to race, age, sex or gender.
This would generate social prejudice with discriminatory consequences for individuals or groups of people who exhibit the biases involved during corporate hiring.
This fact was demonstrated in a study conducted in 2021 in the USA, UK and Germany by Harvard Business School.
The jobseekers and managers questioned mentioned the automatic and over-rigid filters of technological tools.
Indeed, it was clearly established that the impact of Artificial Intelligence on recruitment led to the exclusion of all CVs deemed atypical (too many part-time jobs, long-term unemployment, etc.).
Technological tools are not exempt from undesirable effects.
They can also make mistakes during the selection process, missing out on the soft skills that differentiate each candidate.
The Machine Learning structure with which they are equipped can have consequences such as:
- A biased prediction;
- A selection that takes into account the same type of profile each time (a risk of cloning).
In conclusion, although the impact of Artificial Intelligence on recruitment is overwhelmingly beneficial, it is clear that it should not be seen solely as a miracle tool to help humans accomplish their tasks, nor as an infallible solution.
