Here’s why a top recruiting consultant for the Fortune 500 says AI can make the hiring process more inefficient
Good morning!
It is not a secret for anyone that companies rush to integrate AI into the hiring process. KPMG, for example, uses a recruitment chatbot to help reduce the time required to plan interviews, and the almost entirely automated process helps business hire leading workers in less than 10 minutes.
But a high -level recruiter for fortune companies 500 advises to keep on the replacement of all aspects of the process by AI. In fact, he says it could make him more tedious for HR professionals all over the line. And he says that most large public companies with which he works are finding more and more that the use of technology to replace parts of the hiring process does not work as well as expected.
“With AI, recruiters use keywords to target thousands of people on LinkedIn at the same time, while candidates use AI to adapt their curriculum vitae to what job managers are looking for,” explains John Vlastelica, founder and CEO of Recruiting Toolbox, a job and training office. “It is difficult to find the best candidate when they all have CVs who are perfectly written and perfectly suited to the role.”
This is why many of the companies with which he works seek to adopt a more human approach to their hiring strategy and to come back to the basics. This means having more conversations live, counting less on video and doing final interviews in person. This also means expanding the scope of research to candidates who may not seem perfect for the role at first glance.
“Recruiters want the real image of the person they hire, not a version created by AI of candidates,” explains Vlastelica. He even suggests that recruiters are really looking for candidates who have slight faults on their curriculum vitae, their tiny typing faults or shots that do not seem too photoshopped. “If it's too perfect, it's probably not real,” he says.
Leaning on the most human elements of hiring is even more crucial since some candidates use false identities to apply to jobs, and a deep AI to mask during interviews. A survey published last month from Career Platform REPUME GENIUS revealed that 17% of job managers met with job candidates using Deepfake technology during interviews. Part of this cohort even turned out to be North Korean IT workers linked to organized crime groups.
This does not mean that organizations should abandon the use of AI to recruit. In fact, Vlastellica recommends that all companies adopt technology in one way or another to follow time. But in this new world of phony and CV profiles artificially improved, he says, companies must ensure that certain traditional aspects of the hiring process are not thrown out for the sake of efficiency. And he adds that it is at this moment that errors, such as hiring people under defective identities, are more likely to occur.
“It's not just about finding the best candidates. It is about finding the real ones.”
Brit Morse
Brit.morse@fortune.com
This story was initially presented on Fortune.com
