In today’s landscape where technology is advancing at a rate of knots, many companies are utilising artificial intelligence (AI) to automate, streamline and optimise their HR and recruitment processes.

But what does this mean for the future of recruiters? Is AI the end of physical recruiting?

AI has changed the HR industry in recent years, and many experts are now questioning whether this will be the end of human recruiting.

As businesses look for ways to streamline their recruitment processes and reduce costs, AI has emerged as a powerful tool that can assist with anything from CV screening, candidate matching, and scheduling candidate interviews.

However, can AI replace the more human elements of recruitment?

AI champions within the HR profession believe that it can aid in eliminating bias, improve efficiency, and reduce costs. However, critics warn that relying too heavily on AI may result in a lack of personal touch and could lead to the unintended consequences of biased decisions due to the algorithm it uses.

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Irrespective of these concerns, there are several global companies already embracing AI in their recruitment practices.

Global brand Unilever is one of these, using AI-powered recruitment software to screen job applications. The company claims that this has allowed them to hire more diverse candidates and streamline their recruitment process.

Other companies, however, are being more cautious. For example, PwC uses AI to automate parts of its recruitment process but still relies on human recruiters to make the final hiring decision.

Whilst AI can effectively screen CVs and shortlist candidates based on certain experience or skills, it cannot analyse a candidate’s interpersonal skills, emotional intelligence, or cultural fit within an organisation.

These are the areas where recruiters outperform AI and which, ultimately, makes physical recruiters necessary within the hiring process.

Furthermore, recruiters can provide a personal touch which AI cannot by building relationships with candidates, answering their questions, and providing personalised interview feedback.

This helps create trust and engagement with candidates, which can lead to a better candidate experience and improve the employer’s brand.

Ultimately, whilst AI can certainly play a part in recruitment processes it can only make data driven decisions which in turn begs the question, can it truly be unbiased?

The presence of artificial intelligence in our lives

As it cannot respond to intangible human factors that impact real life decision making, it cannot replace the personalised approach that a physical recruiter can bring.

As such, as the use of AI in recruitment increases, HR professionals/recruiters must find ways to leverage the benefits that AI can provide, whilst still maintaining the human elements of the process.

  • Emma Hulbert is a senior principal consultant at Lily Shippen.