A Chief HR Officer I knew very well told me, “Once upon a time we used to use shovels to dig a trench because the shovel was the most efficient technology we had at the time; now we use a back hoe because it is available and more efficient.” The traditional process of collecting and screening resumes can be like using a shovel. The question is, has the time come to drop the shovel, and to start being more efficient by using the new technology that is available? In the world of HR, artificial Intelligence (AI) might just be the technological equivalent of the back hoe.
Click here to read Somen Mondal, ideas on AI and hiring process.
Where is the trend of using AI for hiring going? Who is using AI? What are its successes?
The adoption of AI technology is increasing, with many larger companies experiencing success as they use it in their hiring processes. Unilever is an excellent example. Their new process allows for the following:
- Greater self-selection by applicant
- Faster decision making
- Deeper levels of applicant engagement
Click here to watch a short video on Unilever’s hiring process.
Unilever’s hiring process has become more efficient by using AI to screen and rate candidates from video interviews. Their hiring numbers speak for themselves. Unilever has reduced the hiring process cycle time from 4 months to just 2 weeks. It no longer participates in expensive on-campus tours to generate its recruitment pool; it does it all online, making decisions based on algorithms.
AI for hiring is a trend that is not going to slow down. It is the wave of the future in HR recruitment. Therefore, HR professionals should begin to assess, implement, and evaluate AI hiring systems that will work for their own organizations.
Discussion Questions:
Your VP of HR is aware of Unilever’s success in using AI for hiring. She would like you to create a 5-minute presentation reviewing three other organizations that are using AI as part of their hiring process.
What do you think is the greatest benefit of using AI as a hiring technology? What do you think is the greatest drawback of using AI, or an applicant tracking system, as part of your recruitment strategy?