how will AI impact the future of recruitment?

AI has been part of the talent acquisition scene for a while now. HR teams and recruiters have been using smart tools to track applicants and even answer basic questions from job seekers. But in recent years, AI has taken a big leap forward. These advances should push us to ask: what is the future of AI in recruiting?

AI will save HR professionals a lot of time

Generative AI is increasingly used for fundamental recruitment tasks, including writing compelling job descriptions, selecting best-fit candidates and generating potential interview questions. With more day-to-day duties automated, HR professionals can put aside those repetitive tasks and focus instead on the more human aspects of recruiting – relationship building and making complex hiring decisions.

HR roles may become more specialized

The question of how AI will affect jobs remains front and center of many minds. In this industry, positive transformation is likely. With mundane tasks off their plates, talent acquisition pros have the opportunity to become more specialized in areas that interest them. For example, some HR professionals may focus on diversity and inclusion, while others could specialize in internal mobility or learning and development.

soft skills will be key for the future of AI in recruiting

Even as HR pros hone their tech knowledge, the critical skills of communication and empathy will be more important than ever. Understanding a candidate’s potential beyond what’s stated in their resume, reading between the lines at interviews, negotiating with a potential hire – these all require a human touch, and successful recruiters will lean into these soft skills.

Furthermore, research by KPMG and the University of Queensland has shown that many people still don’t trust AI. The bottom line? Human recruiters still have the edge over AI systems. Take outbound recruiting, for example, when a professional isn’t actively looking for a new role. That’s where a skilled HR pro, who shows genuine interest in the person and listens to what they want, can pique their interest and persuade them to want to be considered for the job.

we may see a rise in skills-based hiring

Just as poorly designed AI may perpetuate bias, well-designed systems could reduce bias in hiring decisions. If a bias is noticed within an algorithm, it can be addressed and corrected – potentially much more easily than a recruiter’s unconscious bias. Pair this with the ability to evaluate vast candidate pipelines, and we have an excellent foundation for fostering diversity in hiring. Potential candidates with the right skills who would have been overlooked in the past because of an unconventional background now have the chance to compete on a level, skills-based playing field.

preparing your team for the future of AI in recruiting

So, how can you get your team ready for an AI-powered future? Here are some steps:

1. Upskill both yourself and your team. It’s not just about training everyone to use AI efficiently but also about ensuring that you, as a talent leader, take a deep dive into these tools so that you can make decisions from a position of knowledge.
2. Experiment with what works – and what doesn’t. Keep a record of whether AI drives better outcomes, using metrics such as quality of hire and candidate retention.
3. Keep your strategy in mind. When making decisions about tech, remind your team of your business goals and ask how AI can help achieve them. Let your strategy drive the tech, not the other way around.

As AI continues to advance, finding its value as a recruitment tool in the application process will be essential to success. It’s clear that while AI will change the recruitment landscape, vital skills such as building relationships and understanding nuances will remain irreplaceable.