Source<\/a><\/p>\n\n\n\nThe main advancement recently is that computer programs can now process huge amounts of data relatively quickly such as the ability to look at 100 million online documents overnight. Also if you couple the program with Artificial Intelligence (AI) these programs learn as they go.<\/p>\n\n\n\n
An example of this Machine Learning <\/strong>would be a computer program that can look at past successful employees in a role or organisation, and map those candidate characteristics with certain career paths, phrases, specific key words, past employers, qualifications, universities and past job titles etc. on their CV to find you the next perfect candidate for your current vacancy.<\/p>\n\n\n\nHR tech firms now write this code or develop an App to find people for recruitment purposes. Much of this is not new, it\u2019s actually been happening for few years now with \u201cWeb spiders\u201d running overnight. You instructed it to search the World Wide Web, looking with your programmed criteria and with the machine learning to check every document out there e.g. all CV\u2019s or Bios, Facebook, LinkedIn profiles, conference agendas and come up the right people.<\/p>\n\n\n\n
Overnight the piece of code works hard for you and in the morning, you receive a list \u2013 the names, contact numbers, email addresses and possibly even the CV\u2019s or Bios of the top 25 people in that industry and for your location, who meet your job search criteria.<\/p>\n\n\n\n
However, which is better? The Algorithm or the Human Recruiter in finding the right candidates?<\/p>\n\n\n\n
The Benefits Of Algorithms<\/h2>\n\n\n\n\n- Speed <\/strong>\u2013 Advances in technology and data processing enable the collection, processing and interpretation of data to find candidates much faster and are more efficient and possibly more accurate than a human could do.<\/li>\n\n\n\n
- Cost <\/strong>\u2013 It will be much cheaper. The question will be asked as to why would I pay a $15,000 recruitment fee for a CV when I can find the CV or person myself using A.I. tool for just a few dollars? Unless a recruitment agency is adding heaps of value elsewhere, they won\u2019t be able to charge a premium price for one CV anymore. The client will not see the value when it\u2019s something they can do themselves at a fraction of the cost.<\/li>\n\n\n\n
- Efficiency <\/strong>\u2013 Recruitment will move increasingly inhouse and will use such computer programs themselves, just like placing your own adverts on Seek, internal recruitment functions will do the global search themselves, again saving fees.<\/li>\n\n\n\n
- Process <\/strong>\u2013 The recruitment process as we know it will change, removing the need to use external agencies or even posting adverts to gather 100\u2019s of CV\u2019s for one job. With less need to cull, and more targeted resources and tools. HR time and money will be spent on those few candidates found, with high touch candidate care, better interactions and stronger employer branding messages. Ultimately a better candidate experience.<\/li>\n<\/ol>\n\n\n\n
The Benefits Of Humans<\/h2>\n\n\n\n
However, people tend to trust human judgment over algorithms. Even when an algorithm consistently beats human judgment, people like the human touch within a recruitment process.<\/p>\n\n\n\n
\n- Communication Skills And Capability<\/strong>\u2013 Even with the rise of Chatbots and video interviews (to be covered in another article) when a brilliant or poor candidate walks in the room nothing beats a human for one on one interaction for role fit or cultural fit to an organisation. Only a human interaction is going to tell you if someone is going to struggle to communicate or do the role. This is why it\u2019s so important to train hiring managers in interviewing skills and arm them with good questions.<\/li>\n\n\n\n
- Face To Face<\/strong> \u2013 Only when you meet someone or have a phone discussion with them are you are able to make an informed decision on how they will interact, and if they are going to be a good fit based on their skills and ability. How many times has someone passed all online tests, only to be poor performer in the role?<\/li>\n\n\n\n
- Sell The Role And Organisation<\/strong> \u2013 Yes Chatbots can do this too but only a human will be able to manage expectations, negotiate on a salary package, sell the role and the organisation and have the ability to provide a very warm welcome to any new hire.<\/li>\n\n\n\n
- Gut Feeling<\/strong> \u2013 OK we all know we are not supposed to hire on this. But after a barrage of tests, assessment centers and interviews it\u2019s often still that \u201cgut feel\u201d on cultural or role fit that an interviewer gets from meeting someone in person that will be a deciding factor. We all know that those with the highest \u201ctest\u201d scores or qualifications don\u2019t always make the best leaders\u2026\u2026or hires.<\/li>\n\n\n\n
- Common Sense<\/strong> \u2013 Sometimes missed by computers or online tests and videos. It will also take a human to know how to program the code or check on a process in case of \u201cinbuilt\u201d bias on any program or code designed for candidate searches. Sometimes the best CV\u2019s (or candidates) don\u2019t contain \u201ckey words\u201d as one needs to know how to read between the lines to find the best fit.<\/li>\n<\/ol>\n\n\n\n
The net result:<\/strong> I\u2019d actually call it a draw.<\/p>\n\n\n\nYes, AI and algorithms are fab (they really are) but we will still definitely need the human touch in our recruitment practices.<\/p>\n\n\n\n
In this data driven world and with so much rich social media content (and people insights) data the use of such technology and tools will definitely rise. Yes it will change how we currently recruit. And recruitment costs will come tumbling down with the middleman or the recruitment agency and even adverts being replaced. Organisations instead targeting the \u201cright applicants\u201d to approach directly and will spend their time and resources on then bringing those candidates along on the hiring journey. Focus will shift from sourcing to the candidate experience and the employer branding.<\/p>\n\n\n\n
What\u2019s next?<\/h3>\n\n\n\n
The impact on the industry is going to be massive \u2013 the same for Kodak when digital cameras arrived, and these cameras then moved onto phones \u2013 the photo film and photo paper industry disappeared overnight. Many recruitment agencies and jobs will disappear too. Replaced by yes \u2013 an algorithm. The same happened with newspaper advertising when job boards like Seek came along.<\/p>\n\n\n\n
Embrace<\/h3>\n\n\n\n
I say embrace the new. Use the technology to automate the mundane but add value on the human touch in your recruitment processes.<\/p>\n","protected":false},"excerpt":{"rendered":"
Humans Versus Algorithms Are you struggling to get your head around this new technology on what changes are in store for HR and recruitment and how quickly those changes will come? I thought I would expand on the subject for you with a few AI insights for the HR and business community. Many HR Tech […]<\/p>\n","protected":false},"author":7,"featured_media":229,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[],"class_list":["post-228","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-insights"],"_links":{"self":[{"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/posts\/228","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/comments?post=228"}],"version-history":[{"count":1,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/posts\/228\/revisions"}],"predecessor-version":[{"id":230,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/posts\/228\/revisions\/230"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/media\/229"}],"wp:attachment":[{"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/media?parent=228"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/categories?post=228"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hillconsultinghrs.com.au\/wp-json\/wp\/v2\/tags?post=228"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}