The HR leaders will have to perform a balancing act in the next 2 years.
They will need to correctly deploy artificial intelligence in their niche to remain competitive.
They will not be able to compete with other recruiters who are at least 40% more efficient than those who leverage AI.
They will also have to make sure that they do not risk their reputation and receive backlash from candidates and/or regulators.
This can happen because the wrong type of AI in recruitment ops can make the processes biased and inhumane and will lead to risky results e.g. alienating candidates or missing great people because of automation.
What are the strategic decisions that will guide how to implement AI in RecOps?
PARAMETERS FOR EFFECTIVENESS WITHOUT LOSING THE HUMAN TOUCH
- The recruiting AI is working behind the scenes and helps me automate mundane tasks like e.g. personalizing my scouting emails to passive candidates and reaching out to them. When candidates reach out, I immediately take over, I do not accept having a robocall reaching out to candidates.
- There needs to be a balancing act between AI automation and human touch. It’s okay to use AI to send a scouting campaign with personal touches. But when a candidate raises his/her hand it is important to have a person to interact with them.
- It is not ok for highly skilled candidates to do one-way video interviews. It is not OK to send AI avatars. There is no need for AI robo-callers to do the initial screening. This is way too spooky.
- It is ok to have a chatbot help the candidates get answers to the questions about their application before applying or during the course of their application. Candidates need more human interaction to get a feeling of the company’s culture. Candidates need to get a feeling of who they will be working with and the chatbots do not cut the chase.
PARAMETERS THAT WILL HELP CANDIDATES EMBRACE THE RECRUITING AI:
- The recruiting AI that screens candidates has been tested for biases and does not include any inherent biases in its criteria. It is also able to give me transparent results on the screening and able to explain the logic behind the decisions. We are dealing with people with nuances and it is not all about keywords and checkboxes. I need the AI to be transparent and tested for lack of biases. I need to be ready for any audits for DEI which is a requirement for AI in recruitment in NY state already with many other states to follow.
- Ideally, this AI should be transparent towards candidates and when rejecting them should offer positive feedback and reasons of why they were rejected. I know this is not doable manually today because the time needed to write personalized feedback for each CV received is huge. But imagine what effect would have on the company’s brand when candidates were able to receive feedback on their applications and get reasons pf why they were rejected. There is no company in the world doing this right now! Tremendous untapped potential for the pioneers.
- The AI should be humane and transparent in every step towards candidates and the candidates should be educated on how it works and why it makes it better for them. The mystery black box is what scares people right now. Illuminate your algorithms and people will embrace it. Candidates need transparency and fast processing with feedback. A cold generic rejection email or ghosting is the norm today along with very slow recruiting processes that make most candidates drop out, especially passive ones. A future of fast personalized interactions from the get-go with each candidate will drive the best results.
- Candidates also worry about the use of their data. Enrichment tools that scrape other profiles e.g. Facebook worry them. Employers should be transparent about the use of this data and keep a privacy and data usage policy available to all candidates about the fair use of their personal data.
DESIGN PARAMETERS TO NAVIGATE THE REGULATORY LANDSCAPE
- All companies deploying AI should engage proactively with the public and publish articles with anonymized results of how the algorithms work. This radical algorithmic transparency is an untapped opportunity for great brand elevation for companies that embrace transparent AI for their recruiting processes.
- Make sure we educate our candidates about the use of AI in our recruitment processes. Give them the option to be reviewed by a human if they doubt our processes. Ideally, make the process of applying with AI transparent: Have the AI give them immediate feedback and coach them on how to optimize their CV for the job before applying.
- Pre-emptively reach out to regulatory agencies and let them guide us on how to be compliant with the regulations. Reach out to D.E.I. communities and get their guidance on how our AIs should be designed and deployed
CONCLUSION
Our North Star: Ensuring Compliance and Building Trust With Efficient And Transparent AI RecOps
Missing out on 40% efficiency in our recruiting processes is not an option.
In the next 2 years, AI in recruitment will become the norm.
Risking a backslash or penalties because our recruitment AIs are not designed the optimal way is also not an option.
The risk is too high.
The are only 3 elements that should guide our way forward with recruiting AIs: Transparency, transparency, transparency.
We must remain proactive in our approach, ensuring that our AI systems are not only compliant but also aligned with broader social values and ethical principles. This approach will lead to more inclusive hiring practices, benefiting both organizations and job seekers alike.
Help Us Shape the Future of Recruitment – We Need Your Input!
We’re building an innovative AI platform designed to give recruiters more time to focus on what truly matters—the human connection with candidates. It’s not just about efficiency; it’s about bringing the personal touch back to recruitment.
And here’s where you come in:
We’re looking for beta testers to help us refine this platform and make sure it delivers real value. It’s completely free, no strings attached—just your honest feedback.
If you’re interested in transforming the way you recruit and being part of something exciting, we’d love to have you on board!
Reach out to us:
📩 Email: alex@manxmachina.com
💼 LinkedIn: Message me directly here
Let’s make recruitment better together! 🚀
