‘2022’ is the year that will mark recruitment history as both unprecedented challenging and promising. Never before have AI-powered applications allowed recruiters this level of digital assistance. Artificial intelligence has been a critical component for years in numerous systems and technologies used in the private sector. It has proven to be highly effective in a variety of applications. The HR tech market is increasingly promoting AI for augmented recruitment. It sometimes bumps into mixed feelings and resistance from HR professionals. Now, what is the real story? Can ‘AI’ or ‘AR’ be a sustainable solution to solve today’s recruitment challenges? Let’s find out in this article.
What is AR: Augmented Recruitment?
‘Augmented Recruitment’ refers to a close collaboration between man and machine. This is where both parties rely on each other’s strengths and create a unique synergy. The computational strengths and data analytics of the computer combine human qualities, empathy, and intuition. Moreover, they can include context knowledge (to name a few).
HR professionals who worked hand in hand with technology gained the possibility to review thousands of CVs quickly. They would have these candidates short-listed for extra quality and efficiency. AI will not only extract factual information from a candidate’s CV, such as professional experience and skills. It will also, in some cases, predict behavioral data that is invisible to the naked eye. ‘Augmented recruitment’ allows more valuable candidate information to emerge earlier in the recruitment process. This insight makes it easier for the recruiter to sort through potential candidates. From that, recruiters could effectively focus on those with high overall potential.
AI-powered tools can also use data to compare applicants to a benchmark behavioural profile of successful employees and other previously recruited individuals. This type of augmented prescreening is a valuable time saver. It allows the recruiter to concentrate their efforts on the next step: the interview.
Will Artificial Intelligence replace humans?
The issue is how AI is perceived, presented, or sold by organizations to prospective customers in the talent and recruitment space. Artificial Intelligence is “the theory and development of computer systems capable of performing tasks without human intelligence.
This definition implies that a machine can replace a human decision-maker, the minor effective sales pitch one can use in a highly human-centric industry like recruiting. AI-related terminology has been used excessively and applied incorrectly in the HR context.
This has resulted in scepticism toward new technology. This trend is unfortunate since organizations that open up to these new technologies will experience new solutions for the current crisis. It may not be the case in all industries, but traicie’s experience in the talent and recruiting space confirms a certain level of distrust.
| >>> Read more: Using AI in Recruiting: How it reduces hiring bias. The benefits and limitations.
Many recruitment and talent professionals I’ve talked to have an adverse first reaction when they hear about AI or automation-related buzzwords. This preconceived notion is strange compared to other aspects of life. Especially when we are happy to invest money in tools and technology to make our lives easier (like Netflix, Instagram and Waze, …)
If technological tools are being pitched to you, claiming they can do your job better, faster, more consistently, and for less money than yourself, you’re very unlikely to welcome them with open arms or tell your boss that it’s something your company needs to invest in right away.
Most people are skeptical of adopting AI technology that seeks to replace humans in areas where humans are crucial, such as recruitment or talent. They are correct in their assessment!
Augmented Recruitment: Human and Tech collaborating
In reality, automation tools, machine learning, AI and natural language processing can help alleviate and streamline laborious and time-consuming manual processes. Such as those found in the recruiting process. The key is to create a partnership between humans and technology that combines the advantages of both into a single effective solution.
This is the guiding principle of an Augmented Intelligence strategy and the path followed by recruitment technology development firms such as CiiVSOFT. Augmented Intelligence as described in the dictionary:
“The study of how machines possessing some characteristics of the human mind. For example: the ability to understand language and recognize images, can aid humans in problem-solving and information processing. Humans and machines are intertwined in a loop of continuous learning and improvement in Augmented Intelligence.”
This sounds more appetizing, right? Obtaining the benefits of technology in terms of efficiency, speed, cost and improvement while maintaining human involvement in the process.
Allow me to illustrate this with a real-world example from the context of recruitment.
Example of Augmented Intelligence – AR: Augmented Recruitment
Let’s examine the process of reviewing job applications and resumes, a crucial first step in any recruitment procedure. It is a manually time-consuming, repetitive and laborious task, especially if you are managing a large number of applications and multiple job openings. It is also a crucial process component frequently plagued by bottlenecks, inconsistency, bias risks and general inefficiency due to the large amount of data involved.
Even if an organization has invested in technology such as an Applicant Tracking or Customer Relationship Management system, the manual review of job applications is frequently the same.
- Login to your system and navigate to your vacancy.
- Download their resume, review their information and decide whether or not to move the candidate forward in the pipeline.
- Repeat this procedure several hundred times for a variety of open positions.
traicie assists modern-day recruiters in reducing their screening time and optimizing their recruitment funnel by automatically screening candidates on culture fit. Do you want to know how we do this?
Due to the time-consuming and repetitive nature of this HR task, bottlenecks and inconsistencies can arise. These inconsistencies have a negative impact on the rest of the vacancy pipeline as well as on the candidate experience.
Augmented Recruitment Technology plays an important role in making this recruiting process more efficient and less burdensome for the recruiter. However, the recruiter must remain an integral part of the process. In this scenario, the recruiter is the subject matter expert.
Enhancing the Recruiting strategy by using AR: Augmented Recruitment
If we adopt an Augmented Intelligence-based strategy for resolving the issue, we can rely on technology to perform the laborious tasks of screening and matching each application to the open position quickly, consistently, in near-zero time and without bias.
Using Natural Language Processing, we can harness the power of neural translation to screen applications in multiple languages 24 hours a day, seven days a week.
The output is a recommendation or “short-list” of the best-matching applicants. To complete the circuit, we can implement a feedback loop to fuel machine learning based on process outcomes.
| >>> Read more: what metrics to create to optimize the recruitment funnel?
In an Augmented Recruitment Intelligence-based scenario, rather than attempting to eliminate human decision-making, we aim to empower humans to make better decisions.
In this case, the recruiter shall evaluate fewer applications. This allows the recruiter to put more focus on their time and expertise, which results in faster, more efficient and high-quality processes. By adopting this strategy, the recruiter retains control and responsibility for the decision process.
Obviously, this is not a novel concept. If a recruiter is working with a preferred list of outsourced or third-party recruitment agencies, they will typically not ask for every candidate they have who may be a match. But they expect the agency to submit their “top two or three candidates” for that vacancy. The Augmented Intelligence strategy functions similarly.
AR: Augmented Recruiting – Enhance something by adding to it.
In many instances, the scepticism of new Augmented Recruitment Technologies is not caused by the technology itself but rather by how it is presented and interpreted.
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By providing details of the technology and how it can be integrated into an organization’s existing infrastructure, it will be easier to focus on the significant benefits rather than adopting a negative stance due to a falsely perceived threat.
If we take a look at the dictionary, one definition of the verb ‘to Augment’ is “to increase the size or quantity of something”.
In conclusion: AR in Recruitment
“To make something greater by adding to it” is to augment.
We believe this best summarizes the Augmented Intelligence methodology. The use of technology in recruitment has led to the development of augmented recruitment. This refers to the enhancement of a well-established solution (with technology) while preserving its essential components (human expertise).
By using technology, recruiters are able to identify and contact more candidates than ever before. However, they still rely on human expertise to assess each candidate’s suitability for the role. This means that augmented recruitment combines the best of both the efficiency of technology with the personal touch of human expertise.
Do you know that traicie’s tools can help C-level or Chief Executives create strategic, operational value in the recruiting process:
- Cost of a job board- Reduce annual spending on job boards
- Cost of HR tools – Reduce the cost of surveys and assessment tools
- Recruitment costs – Reduce selection costs
- Internal mobility – Fill more skilled jobs with internal staff
- Time to hire – Reduce the number of days a role goes unfilled
- Salary costs – Reduce overall salary costs
- Attrition – Reduce the rate of turnover
- Recruitment cost – Reduce the general recruitment cost
- Retain Valuable Employees in the Great Resignation.