Talent acquisition leaders at some of the world’s largest employers have explained the impact of evolving AI technology on hiring.
The findings have been published as part of a new study by the Scottish video interview platform. Willowhich included interviews with talent acquisition, human resources and recruiting experts at large international organizations, from start-ups to Fortune 500 companies.
THE Hire humans The research paper explores how organizations can ethically and effectively implement AI technology to improve their recruitment processes. This comes as implementing AI in recruiting becomes a top priority for large organizations, with a recent A Deloitte study recently revealed The evolution of technology is the second biggest trend that boards expect to impact their future workforces.
at Willo 2024 Trends Reportreleased earlier this year, found that nearly 80% of talent acquisition leaders plan to implement AI into recruiting processes in some way, although a significant percentage ( 45.2%) believe that this should be done with caution.
The new 24 pages Hire humans The research explores several key questions related to the implementation of AI in recruitment, including bias, effectiveness and candidate experience. It also outlines a six-step process that businesses can use to ensure AI implementation is effective.
Among key findings, surveyed experts suggest that candidates will also drive AI adoption in recruiting, with employers who have not adopted the technology risking being seen as “irrelevant and obsolete” in the future. future. Others have suggested that technological developments have already rendered some forms of early assessment – such as verbal reasoning tests – ineffective, with a study from candidate assessment platform Arctic Shores finding that Chat GPT outperforms 98.8%. candidates.
Contributors to the study suggested that recruiters are seeing “a real decline in the quality of candidates at the interview stage compared to their assessment scores earlier in the application process”, indicating that some might use technology to beat assessments.
Euan Cameron, co-founder and CEO of Willo, said the study results show that the decision of whether or not to use AI in recruiting is out of the hands of organizations, but stressed that the way the technology is used remains largely under their control. .
Experts interviewed for the study suggest that talent acquisition teams will need to “deprioritize” skill sets tested through traditional methods and focus more on attributes such as critical thinking, independent time management and collaboration.
Cameron, who founded the company with Andrew Wood in 2018, added that research has found that AI’s place in recruitment lies in the insights it can provide into interview performance, the effectiveness that it can offer and the capacity to implement these changes on an unparalleled scale. that was previously thought possible.
He said: “Organizations are quickly becoming out of choice as to whether or not they can implement AI into their processes. Initially, there was resistance to AI in the recruiting process, but we are now seeing a shift. Conversations with our clients are now focused on how we can ethically integrate AI into the talent acquisition workflow to improve hiring outcomes, process efficiencies and employee experiences. candidates.
“As the research gathered in this study suggests, the attributes that talent acquisition teams typically look for can all too easily be replicated by AI early in the process. It is therefore necessary to look for alternatives and new applications.
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“Naturally, one of the fundamental goals of any organization will be to improve process efficiency and productivity – and AI can achieve this – but there are broader uses and outcomes. As the study suggests, AI enables actions on a scale impossible to achieve with human input alone, and it is one of the most attractive applications.
“Moreover, candidates expect top organizations to use AI. As the study suggests, this is a sign that an organization is forward-looking and will not become obsolete. The biggest companies are already addressing this issue, and where the biggest organizations go, others follow.
“We have brought together the perspectives of people working in this cutting-edge area of talent acquisition to help shape and guide how organizations and their teams can integrate AI into their operations ethically, efficiently and effective, and Willo is proud to play a role in sharing that. advice with everyone.
