Trends in recruiting – this is how artificial intelligence is revolutionizing executive search
Digitization is also gaining momentum and artificial intelligence is revolutionizing more and more business processes. In particular, headhunting & executive search can be optimized through recruiting automation, machine learning, and artificial intelligence. A look at large US corporations already shows the potential of AI technologies because more and more HR managers are no longer working here to fill vacant positions. Instead, the corporations rely on AI systems, which select suitable candidates based on the job description.
The Challenges In Personnel Selection
Recruiting has always been one of the most critical tasks in companies. The qualified staff helps to cope with complex tasks. But the increasing shortage of skilled workers means that it is increasingly difficult to find suitable employees. For a long time, headhunters were seen as the solution to this challenge. Their business was based on personal contacts that helped find qualified candidates for a vacant position.
However, this principle has changed fundamentally with the development of social networks because applicants have been allowed to create personal, detailed profiles. Above all, business networks such as LinkedIn or Xing illustrate this change. In these social networks, employees can maintain their profile data themselves. Headhunters can then use this to establish connections and place jobs.
According to the “Job Satisfaction” study carried out by the Manpower Group, every second employee is now considering changing jobs. This project often fails due to a lack of time because, in addition to the career, family and further education have to be coordinated. Ultimately, the search for a new job falls by the wayside.
Artificial Intelligence Is Revolutionizing Headhunting.
Intelligent algorithms can carry out the tasks of a headhunter – searching for candidates on a social network – more effectively and efficiently. Employees looking for a suitable position can link the social media profile with a job and career service. This accesses stored job advertisements and compares them with the skills of the employees. The underlying algorithm then suggests suitable employers. Only after the profile has been approved does the company have the opportunity to contact the candidate.
And the software for recruiting is getting smarter. Data from various social networks, detailed profiles, and even cookies can now be analyzed – a revolution in headhunting. The 1,000 largest companies in Germany, in particular, show that AI-based personnel selection has a great future. More than 50 per cent of companies already assume that automated headhunting will be faster and more efficient.
The ineffectiveness of manual applicant selection becomes particularly clear when many applicant profiles have to be edited for a single position. In this case, too, objectivity in the section can suffer. In addition to the mere qualifications, framework conditions such as appearance, age, gender, and religious affiliation are essential and influence personnel selection. An AI does this job faster and does not consider irrelevant criteria in the section.
Challenges In Establishing An AI Recruiter
Some framework conditions must be taken into account when establishing an artificial intelligence. In the context of recruiting, too, these intelligent algorithms must first be “trained” with a large amount of data before being used productively. Compared to the human recruiter, the technology allows a more objective approach to personnel selection since attributes such as age, gender, and origin are only data points for the machine.
To put it simply, the functionality of an AI is based on pattern recognition, which can, however, also “learn” negative habits. For this reason, the learning phase should focus on undefined patterns and leave the algorithms to categorize them. For this purpose, it is also advisable to hire an expert who can rule out these unconscious patterns and ensures an objective learning process.
The scepticism of employees about AI technology is also an important aspect that must be considered when implementing an AI. As a rule, people take a protective stance and expect the software to deliver a quality of work comparable to that of human clerks. Therefore, absolute transparency in the implementation is essential.
Possible Uses Of AI In Headhunting – Examples
The use of artificial intelligence in the context of recruiting can offer a company numerous advantages. The automation of high-volume processes, in particular, can have a positive impact on costs. In particular, the better data quality contributes to the fact that employment has now established itself as the most critical parameter. An AI recruiter enables the quality to be improved as new employees are selected using standardized procedures.
In the following, we will show you some examples of which processes in headhunting and executive search can be optimized through an AI solution and which challenges are emerging.
Automatic Review Of Submitted Documents
Intelligent software can significantly revolutionize the control of application documents. The AI uses the existing forms and checks to record a positive development to identify corresponding patterns. The AI can also analyze the current workforce’s skills and select new candidates based on required skills. Such software can also access existing social media profiles and enrich the available data to offer additional added value.
Note: As part of the recruiting process, intelligent screening software means that functions can be optimized without adapting existing systems and processes.
Recruiter Chatbots Can Improve Communication.
Another trend in AI recruiting is the implementation of chatbots. These allow real-time communication with the candidate to ask fundamental questions about personal qualifications without human contact. A chatbot can also give feedback on the application. For example, send information about essential updates in the application process to the job candidates or coordinate the further procedure with the applicants.
These AI chatbots offer enormous potential, especially for applicants, as contact can be maintained without delay. Studies show that 58 percent of job seekers negatively feel when there is no quick feedback from the respective company.
Ultimately, an AI can also support the classic job interview. The technology can be used, for example, to analyze the candidate’s language. The software recognizes patterns in expression and tone of voice and also explores the applicant’s facial expressions and gestures. Recognizable patterns are used to derive positive and negative properties, which can then be used in the personnel decision.
Conclusion And Outlook
The selection of qualified employees has a decisive influence on the success of a company. Well-known corporations such as Amazon are now relying on an AI recruiter for personnel selection. Objective selection criteria are essential when implementing such an AI. For example, the KI recruiter from Amazon caused a sensation because the software took into account specific keywords that disadvantaged women when selecting personnel. To avoid such, experts from the field of artificial intelligence should be involved.