Why AI Will Require Even More Human Interactions to Find Great Candidates

Photo byfreepik

Unless you have been living under a rock for the last couple of years, you are probably aware that AI has become all the rage these days. It is like a shiny new toy that everyone is talking about lately. However, there is a little secret you need to know; despite all the hype around artificial intelligence (AI), there is still a need for the human touch and this is also applicable in the world of recruitment.

To find great candidates, supply chain recruiters and those from other industries cannot completely eliminate human interactions. You should bear in mind that human interactions and AI are not actually mutually exclusive. Instead, they need to be used in combination to actually transform the recruitment landscape. Let’s understand why AI will actually need even more human interactions to find the best candidates.

The AI Revolution in Recruitment

First things first, you should understand that using AI is not simply about automating the mundane tasks. Sure, it does help with them, but it is more about leveraging sophisticated algorithms for sifting through heaps and piles of resumes that supply chain recruiters receive.

AI can be handy for identifying key skills and can go as far as predicting the potential of a candidate to fit a role. For instance, recruitment agencies can take advantage of AI to streamline the process by sorting through the potential candidates and matching their skills to job descriptions with impressive speed.

However, this is where you will discover just why you cannot fully rely on AI. It is because this technology can only handle data, but it cannot fully understand the nuances of human interaction. This is where human recruiters get the opportunity to use their magic. Even with the most advanced AI tools, the human element remains crucial because they can understand exactly what makes a candidate tick and how they can fit into the company culture.

The Limitations of AI in Recruitment

There is no denying that AI comes with its perks. After all, it is great for tasks, such as automating initial resume screenings, scheduling interviews and even for conducting preliminary assessments. Agencies like SCOPE Recruiting can save a lot of time when they use AI for these tasks. But, it is not without its limitations.

AI cannot pick up on the subtle signals that point to the true potential of a candidate, or how they might mesh with the dynamics of your team. For instance, when AI analyzes a resume, it will be able to see that the candidate has ‘team leadership’ experience. But, it will not be able to understand just how they led the team, or the challenges they encountered.

This is where the human touch becomes necessary. You can delve deeper into the experience of the candidate to understand the context behind their achievements.

The Importance of Human Interactions in Recruitment

While AI is taking over most of the routine tasks, there is actually a greater need for human interactions in recruitment. Why? This is because as AI handles the technical stuff, humans are needed for focusing on areas that the technology simply cannot grasp. What are they? Some of the areas in recruitment where human interactions are still essential are highlighted below.  

·        Cultural Fit and Soft Skills

It is true that AI can identify technical skills and the qualifications of a candidate. However, it will not be able to assess their soft skills or cultural fit with the same nuance as a human recruiter. For instance, recruiters may use AI for screening resumes for relevant experience, but humans will have to gauge if a candidate’s values and style align with the company culture.

·        Building Relationships

An important detail you need to understand is that AI is not capable of building relationships; it can only process data. On the other hand, human recruiters excel at establishing connections and they also understand the subtleties of personal interactions. This is essential for creating a positive candidate experience and to ensure that potential hires feel they are valued throughout the process.

·        Tailoring the Recruitment Experience

No two candidates are the same and the recruitment process should reflect the same. While they can use AI to provide data-driven insights, supply chain recruiters have the responsibility of personalizing the experience. This means they need to tailor communications, address individual concerns and also provide feedback in a way that it resonates with every candidate.

The Relationship between AI and Human Recruiters

The best way to harness the complete potential of AI in recruitment is to understand that it is not aimed at replacing humans, but actually meant to enhance their capabilities. AI can do the heavy lifting like sorting through resumes and analyzing data. But, it is the human recruiters who add the personal touch and the deep understanding that AI is incapable of providing.

To put it simply; AI functions as a super-fast assistant and frees up supply chain recruiters to focus on what they do best. They can engage with the candidates, assess cultural fit and make the final, nuanced decisions that can ensure a great hire. With this collaboration, recruiters can spend a great deal more time on high-impact activities and less time doing administrative tasks.

The Future of Recruitment

It is clear that AI will continue to play a key role in recruitment. Nonetheless, this does not mean that human interactions will lose their importance any time soon. If anything, they are likely to become even more crucial. The key is to strike the right balance – use AI to deal with the routine tasks and provide valuable insights, while human expertise can add a personal touch to the recruitment process.

As a recruiter, you should understand that AI is here to assist rather than replace. Therefore, there is need to hesitate to embrace this technology, especially when you consider its benefits. But, you should not forget that it is the human element that ultimately makes the difference in finding the right candidates and engaging them.