By Isha Arora (22-23)

Several reports have indicated that the integration of artificial intelligence in recruitment is on the rise (Robinson, 2019; Ore & Sposato, 2022). The Chartered Institute of Personnel and Development (2022) also found that 60% of UK employers are using AI for recruitment. Therefore, it is a good time to start researching the views of individuals on this phenomenon and learn from veterans on how to prepare for its subsequent consequences. The rising influence of AI poses its biggest threat to job security and has left many recruiters with a fear of job loss (Hmoud & Laszlo, 2019). If you too are a recruiter, fearing that a machine will steal your job and take over the world, then the findings of this study have some comfort to offer you.

12 veteran HR professionals were interviewed for the purpose of this study. On average, the sample of this study possessed 16 years of experience in hiring, therefore, having been well-versed in the field of recruitment, they had some thought-provoking insights to offer. When asked about the future of recruitment, given the rate at which AI is being utilised, they were generally optimistic and secure about their positions. They argued that AI could never replace humans and it would only benefit them to utilise it (Albassam, 2023). Firstly because human beings possess the power of empathy. Years of evolution have helped us develop into the people we are today. Our interpersonal skills help us look beyond what meets the eye and read between the lines (Singh, 2014). This trait is particularly appreciated in recruitment. When finding the right candidate for a role, it was found that matching skills on paper is not enough (Fazel-Zarandi & Fox, 2009). Recruiters are looking for a candidate who will align with the organisational culture, values of the company, and perform well (Chen et al., 2023). Sometimes, this person may come from an unconventional background or doesn’t ‘fit the criteria’, in such cases they rely on their gut and instinct. AI tools have not yet reached this level of sophistication where they can make their own decisions and defy their programming. Furthermore, our interpersonal skills also allow us to build connections and form relationships. These relationships are valued by both candidates and recruiters (Zhang & Yencha, 2022). Allowing AI tools to overtake the recruitment process might make it feel transactional and detached. This can also dissuade job seekers and influence their opinion of the organisation (Wesche & Sonderegger, 2021). At times, candidates have found AI-based hiring strategies to be unfair and restricting (Mujtaba & Mahapatra, 2019). This is because AI-based selection is restricted to the information it is fed. For example, if the original code for the software includes Kings, College of London but a candidate has mentioned KCL on their application, the software will reject their application. There are ways of working around these shortcomings, which is why constant monitoring and revision of AI tools is extremely necessary (Rai & Mishra, 2022).

Other reservations surrounding the use of AI for selection are based on the perceived threat to data security (Gupta & Mishra, 2022). Concerns surrounding the ability of an AI tool to protect the sensitive and private information of candidates as well as recruiters have been raised. While such concerns were more prominent in the past, the current study revealed that individuals are now becoming more comfortable with big data. This may be because data manipulation and tracking have become more common, and people have now become aware of it. People have the option of choosing who they share their data with and should further be transparent with other stakeholders about how they might be using their data (Fernández-Martínez & Fernández, 2020). So far, it has not dissuaded organisations from using AI, however, they are progressing with caution (Gupta et al., 2018).

Although AI is not going to take over the world of recruitment any time soon, it does have certain benefits. The advantages of AI include its ability to analyse large amounts of information quickly and efficiently, screen resumes for eligible criteria, provide chatbot support, and predict performances based on past successes (Horodyski, 2023). While some of these advantages are also prone to errors and inaccuracies, their pros tend to outweigh the cons. One major advantage of using AI tools for routine and repetitive tasks is the amount of time it would save recruiters (Hinkle, 2019; Ibrahim & Hassan, 2019; Tambe et al., 2019). Therefore, ideally, they would no longer have to concern themselves with reviewing hundreds of resumes and would simply focus on the top candidates picked by the AI tool. Moreover, they could utilize their time and pay more attention to other demanding tasks.

As the influence of AI rises, the role of recruiters may transition and diversify. It is likely that future recruiters will be more focused on the strategic aspects of AI, final decision-making, and organisational culture development (De Cremer & Kasparov, 2021). It is also advisable to train and familiarise current and future recruiters with big data and AI analytics as they will become more present (Selwyn, 2022).

In conclusion, the future of recruitment is not bleak. While the integration of AI is a very real and ongoing phenomenon, it shouldn’t be perceived as frightening. The ideal way of tackling the changing atmosphere is by addressing and accepting it. Veteran recruiters suggest approaching it with an open mind and having faith in one’s own value.